Cecil County Department

of Social Services
Latonya R. Cotton

Mission and Vision

The agencys mission statement says, We will aggressively pursue
opportunities to assist people in economic need, increase prevention
efforts, and protect vulnerable children and adults.
The vision statement says, We envision a Maryland where people
independently support themselves and their families and where
individuals are safe from abuse and neglect.

CCDSS Annual Report 2012

Demographic and Statistical

Information
According to the United States Census Bureau, as of July 2013, Cecil Countys
estimated population was 101,913 persons.
There are eight incorporated towns in Cecil County. Elkton is the most
populated town, with 15,718 persons.

According to the United States Census Bureau, 9.6% of Cecil County residents
live below the poverty line. 12.7% of Elktons residents live below that same
poverty line.
United States Census Bureau 2014

Policies and Funding

Policies are developed by DHR and implemented by the local departments
Memorandums of Understanding and Standard Operating Procedures are
outlined on the agency network T:drive
Allocation policies instruct the local departments on how dollars are to be spent
and on which programs
Dollars come from Federal, State, and County funds
General administration handles spending codes and payments

Governance and Structure

DHR, located in Baltimore, MD is the head agency

24 local departments of social services throughout the state of Maryland

Each local department has a Board of Directors which the local social services Director
reports to

CCDSS has five assistant directors, one for each service division and eight crossfunctional team supervisors

Child Welfare, Child Support Enforcement, County Programs, Family Investment, and Human
Resources/General Administration

Organizational Chart
Key for Abbreviations
AD ..Assistant Director
CSEA...Child Support Enforcement Administration
FIA...Family Investment Administration
CFT..Cross-Function Team

Board of
Directors

Director

AD
Child Welfare

CFT
Supervisor

Team

CFT
Supervisor

Team

CFT
Supervisor

Team

CFT
Supervisor

Team

AD
CSEA

CFT
Supervisor

Team

AD County
Programs

CFT
Supervisor

Team

AD
FIA

CFT
Supervisor

Team

AD General
Administration

CFT
Supervisor

Team

Collaboration
MOUs

Partnerships

Cecil County Government,

Department of Aging
Cecil County Health Department
Infants and Toddlers Program
Upper Bay Counseling
Serenity Health
Eastern Shore Mobile Crisis
Cecil College

Cecil County Public Schools

Cecil County Sheriffs Office
Union Hospital
Cecil County Drug and Alcohol

Trends

Alternative Response
Family-Centered Practice
Place Matters
Health Care Reform
Affordable Care Act

Strengths
Promote and ensure quality service delivery
Executive staff know the same information at the same time
Front line staffs ability and willingness to work together and
cross-functionally as a team.

Challenges
Lack of communication between divisions
Staff training
Lack of collaboration amongst the divisions

Intern Role/Capstone
Program development for exam preparation and licensure in the state of
Maryland
clinical experience field manual
workbook with practice questions and test taking tips

Clinical hours via a group setting

Focus on CCDSS employees who wish to obtain a license

Licensed Certified Social Worker (LCSW) or
Licensed Certified Social Worker-Clinical (LCSW-C)

References
Bailey, S. (2014). Cecil County Department of Social Services Annual Report
and interview.
Maryland Department of Human Resources. Knowledge Base. Retrieved on
October 14, 2014 from http://kb.dhr.maryland.gov/blog/ .

U.S. Census Bureau: State and County Quick Facts. Retrieved on October 14,
2014 from http://quickfacts.census.gov/qfd/states/24/24015.html .

Thank you!!!

Social Work
Advanced Licensure
Cecil County Department of Social Services
Latonya R. Cotton, LCSW-C

Getting Started

Feelings & Concerns

Learning interests
Needs

Strengths & Weaknesses

Challenges

Getting Acquainted
Services Division of Child Welfare
Organizational structure
Top down method

Organizational culture
Two cultures within one building

Job descriptions for supervisors and managers

Do you fit or are you made to fit in?

Ethical Decision Making

Consent for Release of Information
Who do you release information to?
What information do you release?

What happens when there is no consent form?

Do extensions of really count?

Using Supervision
Supervision styles
Effective supervision

Challenges in supervision
Knowledge level
Appropriate gains
Getting in my own way

Integrative Processing Model

Articulating learning: Major take-aways from an experience
Blurred lines
Boundaries

Time management
The art of patience

Communicating with Clients

Intervention levels
Individuals
Families

Groups
Communities

Strengths and areas for improvement

Area of most interest

Developing Cultural Competence

Insight into my own culture
Respect is earned
Never assume

Cultural challenges
I am who I am not what I am

Cultural diversity goals

Writing and Reporting

Standard Operating Procedures (SOP)
Group supervision brochure
Syllabus

Taking Care of Yourself

Stressors
Internal
External

Self-regulation
Healthy boundaries
Workplace safety

Ending the Experience

Feelings about the project
Accomplishments & regrets
Continued personal & professional growth

The future
Goals
Short term
Long term

Credos to Live By

Regret looks back, worry looks forward, but faith looks up

What cant be cured must be endured
Consider your trials and tribulations a privilege and a blessing
Let your light so shine before men, that they may see your good works, and
glorify your Father which is in heaven (Matthew 5:16, KJV)

Thank You!!!