Not by itself. Explain the actual special or advanced organizational knowledge and how the proposed duties use it, together with the other L requirements.
Separate artistic achievement from the knowledge claim
A portfolio may demonstrate skill or participation without explaining the employer’s internal process. Identify what the applicant learned and applied that is relevant to the actual transfer. Put the portfolio and the qualification record side by side and notice that they answer different questions.
A portfolio shows output; a qualification record shows which internal procedures the person was assessed against, on which revision, on what date, and by whom. Only the second speaks to organizational knowledge. Hypothetical example: a grain quality analyst holds published proficiency results and years of laboratory experience, all genuine, and separately appears in the employer’s training matrix as qualified on the internal sampling and retention procedure at revision four, including the non-standard cases that procedure covers.
The first set of documents establishes competence in a field; the second establishes something acquired at this organization. Where no formal training record exists, the substitute is narrower and harder to assemble: dated work product showing the applicant applying the internal method, together with an explanation from a supervisor of what the method requires that general practice does not. The remaining conditions — the qualifying relationship between the employers, and one continuous qualifying year abroad within the preceding three — stand on their own records.