Vocational psychology has generated a number of concepts and assessment instruments considered to reflect ability self-concept (i.e., one's view of one's own abilities) relevant to career development. These concepts and measures often are categorized as either self efficacy beliefs or self-estimated (i.e., self-rated, self-evaluated) abilities. Some researchers have asserted that meaningful differences exist between self-efficacy beliefs and ability self-estimate scores, but others have suggested otherwise. Clearly, a consensus has not been reached on the distinctions between the two concepts. Efforts to clarify conceptual, operational, and empirical distinctions between self-efficacy and ability self-estimate scores offer opportunities to enhance the precision of measurement and theory development. The issue of whether measures of self-efficacy and ability self-estimates reflect distinct facets of ability evaluations is, in part, due to their origins in separate literatures. In this article, relations between self-efficacy and ability self-estimate scores were examined with Pearson product-moment correlations, comparison of gender differences, partial correlations, factor analysis, and hierarchical regressions. Findings from these analyses are considered to support the view that self-efficacy and ability self-estimate scores may reflect distinct facets of ability judgments. (Contains 1 figure and 4 tables.)