Glossary.

The ability of an organisation to recognise, assimilate and apply new knowledge; depends on prior related knowledge. Used in the framework to explain why insiders with new knowledge change enterprises faster than outside consultants.

A United States rule allowing an applicant whose adjustment-of-status application has been pending for 180 days or more to change to a new employer in the same or a similar occupation without abandoning the application.

New Zealand's principal employer-sponsored temporary work visa; requires employer accreditation and a job check.

The United States process by which a person already in the country applies for permanent residence without consular processing.

An organisation related to another by ownership or control; the relationship that intra-company transfer routes require between the sending and receiving employer.

A United States procedure allowing large qualifying organisations to transfer employees under a pre-approved blanket petition rather than individual petitions.

In United States immigrant visa allocation, the country, normally of birth, against which an applicant's visa number is counted; determines waiting times in backlogged categories.

Singapore's points-based Complementarity Assessment Framework for Employment Pass applications and renewals.

A measurable set of capabilities (motivational, cognitive, metacognitive, behavioural) that predict adjustment and performance across cultures.

A family member, usually a spouse or partner and children under a stated age, whose status derives from a principal's status; rights to work and study vary by route.

In Canada's Start-up Visa, a venture fund, angel group or incubator whose letter of support is required.

A requirement in United States and Canadian intra-company routes that both the sending and receiving entities are regularly, systematically and continuously providing goods or services; registration alone is insufficient.

The United States immigrant category for multinational executives and managers; requires a year of qualifying managerial or executive employment abroad and a United States employer that has been doing business for at least a year; no labour certification.

The entity that legally employs a person, pays salary and bears employer obligations; in WG's engagement model, the entity through which hiring, pay and direction all run.

A status tied to a specific employer, which ends or must be re-applied for when the employment ends.

The monthly set of records (timesheets, deliverables, payroll, reviews, organisation charts, statements of work) that demonstrates real employment and supports later filings.

Canada's federal system for managing applications for permanent residence under economic programmes, using the Comprehensive Ranking System.

Singapore's requirement that employers consider local candidates fairly, including job advertising, before applying for an Employment Pass.

In the two-station model, the first foreign (or home-market) employment chosen for the knowledge and cognition it builds and the routes it qualifies for.

Hong Kong's main scheme for admitting overseas professionals and entrepreneurs.

A family of United Kingdom sponsored routes for overseas businesses moving staff to the UK, including Senior or Specialist Worker and UK Expansion Worker; none leads directly to settlement.

A United Kingdom person-bound route for leaders and potential leaders in academia, research, arts and digital technology, with endorsement.

Japan's points-based status of residence with preferential treatment, including accelerated permanent residence at 70 and 80 points.

The set of jurisdictions in which a person and family can legitimately work, invest and live, and the structures that make it durable; the opportunity component of mobility capital.

A measure of the degree to which reasoning recognises competing perspectives and integrates them; scored from written or spoken material.

A route allowing a multinational organisation to move an employee between related entities; exists in some form in every WG destination, each with its own tests.

A term coined in doctoral research on citizenship by investment to describe citizenship acquired by contribution; distinguished in the mobility capital framework from capital built through real work.

The United States Department of Labor process by which an employer demonstrates that no qualified United States worker is available for a position before sponsoring certain immigrant categories.

United States intra-company transfer classifications for managers and executives (L-1A) and specialised-knowledge employees (L-1B).

The stock of knowledge, cognitive capability and institutional opportunity a person accumulates through structured, real work across jurisdictions, convertible into economic, cultural and social returns.

A United States EB-2 route in which the job-offer and labour-certification requirements are waived for an endeavour of substantial merit and national importance.

An arrangement in which a person holds a title or affiliation without substantive duties, supervision or deliverables; builds no mobility capital and fails substance tests.

A United States O-1 petition filed by an agent on behalf of a beneficiary who will work for multiple employers or on an itinerary, subject to specific requirements.

Singapore's Overseas Networks and Expertise Pass, a person-bound pass allowing the holder to work for multiple employers, for those who meet its salary or achievement criteria independently.

In Hong Kong, the test for right of abode after seven years: residence that is voluntary and settled, with absences assessed on their nature and purpose.

A status allowing indefinite residence, usually with conditions on absence; the opportunity component's most durable form short of citizenship.

A status that attaches to the individual rather than to an employer, allowing a change of employer or multiple employers.

In United States employment-based immigration, the date that fixes an applicant's place in the queue; compared with the Visa Bulletin to determine when a visa number is available.

The period of continuous employment with a related entity abroad required by intra-company transfer routes; commonly one year within the preceding three.

WG's rule that every assessment begins with the genuine activity, employer relationship and direction of work; substance is both the compliance test and the mechanism of capital.

A condition on permanent residence requiring physical presence for a minimum period (for example, Canada's 730 days in five years) to retain status.

In the two-station model, the destination chosen for the durable opportunity it confers, entered on the basis of the record built in the first station.

Australia's principal employer-sponsored temporary visa, with Specialist Skills, Core Skills and Labour Agreement streams.

The non-financial value a family derives from control and identity in its enterprise; explains why families prefer insiders for critical roles.

The United Kingdom authorisation an employer needs to sponsor workers, with duties of record-keeping and reporting.

Japan's term for the immigration category under which a foreign national resides; activities must match the status.

The principle that authorities examine what is actually happening rather than what documents say; the basis of the real-work principle.

Hong Kong's scheme admitting high earners and graduates of listed universities for an initial period without a job offer; renewal depends on employment.

WG's sequencing model in which a first station builds knowledge and cognition and qualifies the person for a second station that confers durable opportunity.

The monthly United States Department of State publication showing which priority dates are current for each immigrant category and country of chargeability.