The AIST provides high-level insights for goal setting and task selection in a SWC, but it does not include a detailed Individual Development Plan (IDP). It ensures that a client meets the minimum requirements to attend and contribute to an SWC, thereby participating in the mainstream economy, even if they can only complete a one-step task in a production line. Trained professionals familiar with disabilities, such as social workers and SWC workshop managers, are qualified to administer the AIST screening tool.

At WCAPD, we believe that meaningful participation in vocational activities leads to the economic empowerment of persons with disabilities.  Access to relevant, appropriate, and goal-driven skills development and employment opportunities remains extremely limited, especially for persons with intellectual disabilities, depriving them of their rightful place in the socio-economic life of South Africa.

In the absence of appointed occupational therapists (OTs), the Adult Inclusion Drive Assessment (AIDA) was designed to evaluate the motivation and drive of individuals with disabilities.  This assessment matches them with the appropriate Work and Employment programme and tasks within a Skills and Work Centre (SWC).

AIDA assesses motivation levels through the activity of collage making, providing a good indication of the individual’s drive.

Unlike the Adult Inclusion Screening Tool (AIST), which offers a binary outcome, AIDA goes deeper by evaluating the functional capacity and motivation of individuals.  Although AIDA is not a comprehensive MoCA assessment or Functional Capacity Evaluation, it provides valuable insights into motivation, guiding placement in the appropriate Work and Employment Programme. It helps structure the SWC to foster the person’s optimal development and outcomes.

Administered by skilled professionals familiar with disabilities and SWC programmes, AIDA ensures a precise match between drive level and programme fit.  This tool not only supports task matching but also guides the structure of SWCs to provide for each person’s optimal development, enhancing their participation and contribution to the mainstream economy.

In May 2025, the project faced a significant transition. Willem Jansen-Van Rensburg, the workshop co-ordinator whose mentorship had shaped the group’s success, accepted a permanent job opportunity. His departure left a leadership gap, but also revealed the strength of the systems and people in place.

Thanks to Willem’s intentional mentorship and the strategic use of the Adult Inclusion Screening Tool (AIST), one participant stood out as ready to step up into the interim role of co-ordinator while a permanent placement was being sought: Neville Van Der Heever.

Neville, a beneficiary of the programme, had been identified through the AIST as having strong leadership potential. Willem had nurtured this potential, equipping Neville with the skills to work independently, think critically, and support his peers. When Willem stepped away, Neville stepped forward.

Neville’s journey from learner to leader is a testament to the transformative power of Western Cape APD’s programmes. It reflects the organisation’s strategic approach to inclusion, its commitment to capacity-building, and its belief in the potential of every individual.

This case study confirms that when youth with disabilities are given the right tools, mentorship, and opportunities, they don’t just participate, they lead.

At Western Cape APD and our branches, we don’t just create programmes. We cultivate possibility. And who knows, with a few more years of experience and continued support, Neville may one day be more than ready to formally step into the very role he so carefully care-took during this time of transition