Felton recently answered these questions about his future with the agency and his priorities for Children’s Services:

Update: Welcome to Hamilton County Department of Job and Family Services. What attracted you to the Children’s Services Assistant Director position at Hamilton County?

Felton: This position will provide me the opportunity to expand my knowledge and skill base and challenge me to continue to learn and perform at a high level. I am very excited to be a part of an organization that strives to be the best and look forward to being able to contribute to improving the quality of life for our citizens.

Update: You have an extensive background as a leader within Children’s Services at various departments – how do you think this will help you in this position?

Felton: This experience has provided me with a solid knowledge of the operations of a public child welfare agency. I also believe my experience has given me some wisdom – teaching me what is important and what is not – in the lives of children and families. Most importantly, I have learned that the foundation of our decisions must be made on the basis of what we believe is in the best interest of children and families. When this is the basis for our decision, everything else falls in line.

Update: It seems as though you are very passionate about the welfare of children – was working with children and families something you wanted to do growing up?

Felton: My degree is in clinical psychology and I had never worked in child welfare until I became the director of the Belmont County Children Services Board in 1986. Like most, I thought I understood what Children's Services was. Lttle did I know. Since that time, however, child welfare has become part of who I am. I cannot think of anything more worthy or more important and I am honored to be a part of this profession.

Update: Describe your leadership style.

Felton: I have a difficult time characterizing my leadership style but will share some of my values and beliefs regarding leadership. The single most important asset is our workforce. It is my responsibility, therefore, to create the environment where employees feel secure and confident with themselves as people and develop the commitment from them to perform their personal best. My primary role is to create an abundance of "organizational trust."

Stephen Covey notes "the highest level of human motivation is a sense of personal contribution." I am responsible for creating an organization culture that takes advantage of this motivation, to create an agency team that promotes and expects that everyone contributes in our efforts to "always do things better tomorrow than we do today." This approach emphasizes that leaders and managers must attend to the individual’s needs, thus making it possible for the employee to then attend to the needs of their clients. It also recognizes and acknowledges that the highest level of social maturity is interdependence, where working together far outshines the abilities of individuals working alone and models the quality customer service we expect our staff to provide to the community.

Regardless of style or approach, I strive to be a leader who:

r provides the conceptual framework that gives individual jobs meaning, not to show employees "how" to do their jobs.

r spends the majority of time listening to and seeking information from staff (after all we have two ears and one mouth for a reason).

r is future thinking and vision oriented.

r believes in others and the power of cooperation.

r continues to learn throughout my lifetime.

r maintains personal balance.

r treats everyone with respect and dignity.

r is a force that energizes people to perform at their best.

Update: What – in your view – is the mission of Children’s Services?

Felton: In partnership with the community, to assure that every child grows up in a permanent family free from the threat of abuse or neglect.

Update: What are your priorities for Children’s Services?

Felton: Stephen Covey’s first habit for Highly Effective People is "Seek first to understand, then to be understood." Therefore, my first priority is to begin to understand Hamilton County and the needs our children and families. Nationally, priorities include engaging families in the decision making process, improving services to older youth, especially those aging out of the system, and addressing the overrepresentation of minorities in substitute care. Another priority will be to examine staff recruitment and retention and to assure the needs of our staff are addressed, including maintaining family/work life balance.

Update: HCJFS has many different areas within Children’s Services – what steps will you take to assimilate yourself with the whole division?

Felton: Although public child welfare agencies perform the same general functions and have similar organizational structures, each agency is unique. My initial thought is to use the existing communication plan and structure (e.g., section meetings, unit meetings, etc.) to begin my assimilation process. I think it is important and plan to meet all the staff and provide the staff with the opportunity to ask me questions and to let me know their needs and priorities. I will also be asking for volunteers to take me with them visiting clients, foster families, adoptive resources, etc.

Update: We have many great workers within Children’s Services. What steps will you take to retain these workers?

Felton: Here is some of what we know:

r Recruitment of staff can be aided by offering volunteer and internship opportunities

r Workers are attracted to an agency because of its mission, values and reputation. During the interview process, applicants are impressed when the agency is well-organized, friendly, has good benefits and salary, and is clean.

r Satisfaction of staff is improved by an organizational climate that is friendly and flexible. Agencies that promote employee autonomy, care about children and families, and are caring and supportive of workers have higher satisfaction and retention.

r Retention is highly correlated with a sense of accomplishment and success by seeing positive change through one’s work.

r Satisfaction is associated with optimism, a sense of humor, and a positive attitude and positive feedback within the agency.

r The support of the supervisor and colleagues are critical, especially during the first year of employment.

r The type of supervisor who promotes retention is one who has the ability to be attentive but not micro-managing, is knowledgeable, and gives advice but trusts workers by supporting their decision making. Other important characteristics of supervisors include being open, available, and encouraging; inspiring confidence; being organized and having clear and realistic expectations; and giving timely feedback.

r The most effective supervisors are flexible, dependable and listen well.

How well do we do these?

Update: What do you see for the future of Children’s Services at HCJFS?

Felton: To be the best!