Capability
What the professional can genuinely do: knowledge, transferable skills, judgment, communication, and valuable consequences.
How capability becomes movement
Career-Conversion Model
A seven-stage model for diagnosing where professional value stops converting into career mobility.
Status and boundary: Integrative career-development model; diagnostic framework rather than a validated psychometric scale.
Architecture
How the framework is organized
Evidence
The records that make capability visible: outcomes, work samples, credentials, recommendations, publications, and demonstrations.
Recognition
Whether the relevant decision-maker can correctly interpret and value the evidence.
Access
Entry into channels through which information, sponsorship, trust, and decision authority move.
Opportunity
Real demand: a vacancy, project, promotion path, client need, or new role.
Choice
Whether the option is survivable given finances, health, family, geography, benefits, authorization, contracts, and other constraints.
Movement
A realized transition whose direction must be evaluated—not every move is advancement.
Applications
Where the framework can support thinking
Career strategyInternal mobilityExecutive transitionsOutplacementTalent systemsWorkforce development
What it does not do
The framework is presented at the level supported by the source manuscript. It does not become a diagnostic test, a guarantee, a professional license, or an automated decision authority merely because it has a memorable structure.
Use it to improve inquiry, make assumptions visible, and organize human judgment. High-stakes legal, clinical, employment, financial, safety, religious, or regulated decisions still require the appropriate qualified authority.