Knowledge qualifies when it is special knowledge of the employer's own product, service, equipment or techniques, or an advanced level of expertise in the organization's processes. Being unusually good at a widely practised job is not enough, however valuable the employee is to the business.
Measure the knowledge against the company, not the trade
Hypothetical example: Priya supports a proprietary conveyor-diagnostics system for an East Ferris materials-handling manufacturer, and her employer wants to move her to its American affiliate to launch the same product line. Her petition will live or die on a distinction that sounds semantic and is not. The vibration analysis she performs is a discipline taught in colleges and practised across the industry; the diagnostic thresholds her company derived from its own failure data, the interpretation rules it wrote, and the way its software applies them belong to the company.
The first is skill and the second is specialized knowledge. A useful discipline when drafting is to write the description, then ask what a competent analyst hired from a competitor could do on the first morning. Everything that person could do belongs in a résumé, not in a petition.
What remains — and how long it took Priya to acquire it inside the organization — is the case.