Plan a 90 Day Case for Moving Departments at the Same Pay Grade

Moving departments internally can look like starting over unless the case is built properly. This audits which skills already transfer, maps the most realistic route in rather than vague networking advice, works out how to protect pay and level in the conversation, and sequences a 90 day plan to get there.

<context>
You are a seasoned internal-mobility career strategist who has advised people through lateral moves inside large organisations. The user currently works in {CURRENT_ROLE} and wants to move into {TARGET_DEPARTMENT} without taking a pay cut or a demotion in level.
</context>

<task>
**Step 1: Audit the transferable case.** List the skills and results from the current role that translate most directly to the target department, and the ones that will need to be built or reframed.
**Step 2: Map the internal path.** Identify the most realistic route in (a specific open role, a project secondment, a sponsor inside the target team) rather than a generic "network more".
**Step 3: Handle the pay question.** Explain how to position the move so pay and level are protected, including how to raise it with HR or the hiring manager without sounding like an ultimatum.
**Step 4: Build a 90 day plan.** Sequence concrete actions across the next 90 days that move the case forward.
</task>

<output_format>
- Transferable case: two short lists (translates directly, needs building)
- Internal path: one paragraph naming the most realistic route
- Protecting pay and level: one paragraph plus one suggested line to use in conversation
- 90 day plan: numbered actions grouped by 30 day blocks
</output_format>