Yes, the assessment is not limited to a particular company certificate. Use reliable evidence explaining the knowledge, how it was acquired and why it meets the applicable special or advanced standard. Length of service alone is not enough, but the absence of a formal course does not automatically defeat the claim.
Identify the learning milestones
Choose completed assignments that show progression from observation to independent responsibility. A supervisor can explain what the applicant learned and how it differs from general background knowledge. Link the explanation to available records rather than adding fictional classroom hours or an invented certification programme.
The review should name the specific knowledge and show how the employee acquired and uses it. Produce a knowledge map linking protected methods, unusual internal systems, training sequence, access level and anticipated US tasks. Technical materials, revision history and targeted supervisor evidence usually settle the point better than a generic statement that the worker is indispensable. Sequence the work by collecting internal proof first, then describing the assignment. Hypothetical example: An optical-coating defect-classification analyst has learned a company’s unusual microscopy thresholds and correction workflow. Her engineering degree is relevant, but it is the controlled protocol, access logs and training history that distinguish company-specific knowledge from ordinary quality-control experience. The US job description should identify those tasks precisely.
Use a written checkpoint for the knowledge map, access history and anticipated technical output. Name the original record, the person responsible for obtaining it, and the date by which any contradiction must be resolved. This lets the applicant make a practical decision from verified facts instead of relying on a convenient assumption. If the answer changes the structure or schedule, revise the plan before the next immigration step.