Adios to Kyle Brayman

Adios to Kyle Brayman who was a sincere stakeholder and future successor in our organization. A young man picking away at his academics while advancing his professional certification and practical competency. His senior mentors, nearing retirement already recognizing him as a future successor to potentially manage our city’s water production operation. Someone that was also harassed and targeted by the previous Utility Director, Jason Yarborough, pet of Greg Kisela who were both discretely ushered out of here to mitigate the existing scandal. The reason for the harassment was that Kyle had integrity, intelligence, was outspoken, and stood up for people he admired that were blacklisted by these interlopers.
The administrative services director and recently resigned assistant city manager did everything they could do to obfuscate and do damage control for Greg Kisela and Jason Yarborough in an ongoing investigation that involved numerous public utilities employees that gave testimony from everything from, harassment, to conspiracy, to defamation of character & slander, conspiracy to fire a long term elderly female employee, to violation of HIPA laws, instigating discord, and lying to create dissention.
The administrative services director’s stonewalling and obfuscating in hopes of delaying a response to the review is a typical avoidance tactic in hopes that resolve will diminish and all the players will fade away. Similar allegations were found to be valid by the Palm Bay Human Resources Department, and Jason Yarborough resigned from his position there as public utilities director while still on administrative leave pending the results of the investigation.
Fortunately Ted Noftall who is of impeccable character witnessed Donna Stienebach and Shannon Lewis effectively admit under oath at an administrative hearing in council chambers relative to an ancillary disciplinary hearing of another scapegoated employee that neither of them disputed the aforementioned allegations and testimony relative to Jason Yarborough and his remaining senior management team.
Donna Stienebach has over a month ago indicated to the PEA that her final report of this internal inquiry would be forthcoming but has opted to forget about it until the PEA pries it from her. Maybe we should wait a little while until the lawsuits are filed and the subpoenas flow. At the end of the day the city will have to recognize that Miss Stienebach hedged her bets on a lack of resolve from victims that she should be advocating for, and her previous obfuscations for an ex-lackey city manager are going to become a liability for the City of Port Orange. The city needs more young intelligent honest dedicated employees like Kyle Brayman and a few less Parker/Kisela dinosaurs like Stienebach. Hey Gravel, have you been in touch with Spradlin lately?
Similarly, a number of these infractions were chronicled in a scathing report that has been available to the previous city manager and all of our city officials with a simple internet search that occurred in the previous utility director’s position in Palm Bay. This recidivistic behavior previously perpetrated by Jason Yarborough who did not even apply for the position of Public Utilities Director, and although there were viable internal and external applicants that legitimately applied had been authorized and sanctioned by Mr. Kisela, who opted to herald in this FCCMA buddy he knew needed a job from his old stomping ground.

24 thoughts on “Adios to Kyle Brayman

  • October 10, 2014 at 12:07 pm
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    “Administrative Services Director” ? Very nice job title.
    Is she in this position merely because of long term tenure ?
    Is she a qualified and certified HR professional ?
    Is she indeed qualified to perform in the capacity of the leader and director of the IT department too ?
    In my feeble mind, it’s time to restructure. Hire a true Human Resources Director from outside, hire a true IT director from the outside. And put Ms. Gurdy – Steinbach out to pasture to complete the house cleaning.

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    • October 10, 2014 at 12:11 pm
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      To I hear an Amen!
      Yes Amen!
      Amen Amen Amen!

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    • October 10, 2014 at 4:24 pm
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      It’s possible a fresh start in all departments is necessary. Along with that theme, how about an end to all the name calling on these blogs. Let’s keep it at higher level and maybe together we’ll gets some positive movement forward. It’s hard to call on others to do right when those same bloggers are taking cheap shots at people.

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      • October 10, 2014 at 6:17 pm
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        Aww lighten up. The humor and levity presented on this blog adds a nice touch.

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      • October 10, 2014 at 6:20 pm
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        Taking cheap shots at who? The headline block here is 100% true and the facts need to come to light. Until the coverup stops you can not move forward. This is the reason we are loosing bright young employees like Mr. Brayman. Because we still have a key obfuscating dinosaur that yields considerable power within the organization that is malignant to building a better future for the citizens and the workforce. This is oncology 101 remove all the cancer or it will metastasize.

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  • October 10, 2014 at 5:16 pm
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    Good point Onlooker. Let’s finish cleaning the rest of the house, judge and elect our political candidates on the character and accomplishments they have demonstrated and give the new leadership of Port Orange a fair chance to make some much needed changes. Wouldn’t that be refreshing to see?

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  • October 10, 2014 at 8:45 pm
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    I have a feeling Mr Harden is a pretty sharp knife. He is and has been sorting the players on his roster out. He likely will see that the sole survivor that is infecting the rest of the players is indeed Ms. Gurdy – Steinbach.
    She has her time in and is working for health insurance only. They will likely offer her a package and send her packing to properly complete the disinfecting process and cure the remaining cancer.

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    • October 10, 2014 at 10:50 pm
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      Sorry guys, but name calling doesn’t “add a nice touch”. It’s just unnecessary and has no place. It’s not about me lightening up. All issues can be uncovered and debated in a respectful manner without name calling. Keep everything above board, it will accomplish more. And accomplishing positive change should be all of our goals as opposed to writing a witty post.

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      • October 11, 2014 at 11:13 am
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        Name calling aside, this burying of an internal inquiry and hedging that the employees and their representative’s resolve will diminish and slip away is very serious. When you are talking about possible violation of HIPPA Laws, Creating a Hostile Work Environment, Slander, Conspiracy to Fire an Elderly Employee, Civil Theft. Harassment, Reprisals, Blacklisting, and Lying to Create Dissention it is foolish to try and cover things like this up or accept them with a wink and a nod.
        Even if you were doing this by direction of Greg Kisela in hopes of landing a high paying linchpin job and continued to carry out this obfuscation in fear that Kisela would reprise against you there is no justification for allowing employees that you are supposed to have a fiduciary responsibility for to be subjected to such abuse without accountability, and there is no reason to subject the city and its taxpayers to such liability.
        Now Kisela is gone and the city council sees him for what he is. Kisela is not here to lie for her and cover her ass. Everyone is looking for true reform moving towards the future. The remaining employees that have been victimized have not lost their resolve and are prepared to resurrect this inquiry now, and any that have left our employment are willing to participate via conference call.
        Now that contract negotiations are passed the PEA will most likely be ready to readdress this issue for accountability and closure. Donna Stienebach and Shannon Lewis have effectively concurred with the allegations when they were under oath at an administrative hearing of a scapegoated employee they were trying to prosecute for Greg Kisela. Shortly thereafter Greg Kisela and Shannon Lewis made their exodus from the City of Port Orange to avoid accountability for a plethora of issues including this one.
        Now it is time for Miss Stienebach to produce her official report and findings on this inquiry that she has already substantially concurred with under oath at an administrative hearing, and deliver much needed accountability and closure. This should then be memorialized similarly to what was done down in Palm Bay relative to Jason Yarborough’s recidivism to ensure these travesties are not perpetrated upon the effected individuals again some time in the future.
        The city also needs to conduct an inquiry into why Miss Stienebach has stonewalled for many months on this serious fiduciary responsibility to employees, the city, and the taxpayers that she is being paid handsomely to execute. Mr. Onlooker, this is by no means name calling. What we are talking about her is justice plain and simple.

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        • October 13, 2014 at 12:06 pm
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          REMEMBER THE GENESIS OF ALL OF THIS! THERE WILL BE NO CLOSURE TO THIS UNTIL MISS STIENEBACH PROVIDES HER REPORT AND FINDINGS ON THIS INQUIRY. WE WILL NOT BE ABLE TO MOVE FORWARD UNTIL THE WHITEWASHING STOPS! KISELA IS NO LONGER HERE SO WHY IS MISS STIENEBACH STONEWALLONG AND PERPETUATING THE WHITEWASH?
          Dear Mr. Kisela –
          I am writing to see if we may arrange to meet regarding Public Utilities Director Jason Yarborough. Recent events in the Public Utilities Department have caused our association concern, as they have affected our members in adverse ways. Making it more of a concern is the fact that Mr. Yarborough resigned abruptly in Palm Bay at the conclusion of a lengthy internal investigation over similar concerns, just a few years ago. I will be happy to provide you with documentation supporting this.
          Mr. Kisela, in an effort to serve our members who work in your city, my staff and I would very much like the chance to discuss this further at your convenience.
          Vincent L. Champion, President
          386-304-2393 * 800-625-5451

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    • October 12, 2014 at 8:11 pm
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      When Harden spoke to the city council about taking the interim city manager’s job I think he spoke in terms of handling issues that need to be handled until a permanent city manager was named. I don’t think Harden thinks it is his responsibility to clean house.

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  • October 10, 2014 at 9:09 pm
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    Personnel and HR Rules
    Workers generally have two problems with the rules that bosses make:
    1) the rules are stupid, unfair, and don’t help get the work done; or
    2) only some workers have to follow the rules, while others can get away with ignoring them.
    No matter how stupid, unfair, or illogical, rules are not illegal unless they break a law — if the rule ends up discriminating against a group of legally protected workers, if it means that workers don’t get paid as they should or takes away some other legal right, or if it hurts only workers that the boss wants to retaliate against for legally protected activity.
    Seeing your personnel file
    How to check your file and what to expect
    Comparing pay and talking about working conditions
    Bosses often make a rule that workers can’t talk with each other about working condition or compare wage rates – but workers have a right to talk about wages and working conditions.

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    • October 11, 2014 at 12:45 pm
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      Check you personnel files, Come On!
      The Administrative Services Director and the Acting Personnel Director before her have neglected to maintain personnel files and evaluations for almost three years now. A healthy productive workforce has been the last thing on their schedule of priorities. They were too busy doing damage control for Greg Kisela and his hacks while railroading anyone that refused to drink his Koolaid. They have been rewarded by him for executing his self interested obfuscating agenda until it imploded.
      Shannon was smart enough to follow her mentor out the door before the jig was up. I suppose there is none so blind than her that will not see. But some people will never learn. When you are the last member of a failed team and choose to stick around it is unlikely that you are going to be picked as a future all star player. Especially when you are still trying to perpetrate the old agenda of that failed team instead of being transparent and supporting a winning paradigm.
      Them that do not learn the lessons of the past are doomed to repeat their mistakes over and over again. Its time to embrace a fresh new paradigm that rejects self entitled special interest and promotes the beneficial commonality of the City of Port Orange, the taxpayers, and the workforce. Either lead, follow, or get out of the way. Stop trying to protect Kisela, Lewis, Yarborough, etc. and deliver the report on the internal inquiry that you already substantially concurred with under oath!

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    • October 13, 2014 at 9:50 pm
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      How to Deal With a Weak Human Resources Manager
      When you have a human resources problem that needs solving but your human resources manager is vague, unhelpful or pessimistic, it is important to not give up. Your needs as a worker are very important and there are many reasons behind the reticence or inability of a human resources manager that you need to push past to get what you need.
      Steps
      Deal With a Weak Human Resources Manager.
      1.Tell them first! Tell the HR manager that you feel that they are not helping. They usually appreciate this feedback and may not even have realized how you felt. Be clear and be reasonable – always make sure you are not asking for them to give you the moon when your position can only provide the clouds. The truth is that many HR managers are not sure what an employee thinks their role actually is and can sometimes give you the wrong answer inadvertently or simply not perceive the problem properly.
      2.Ask your HR manager to provide facts. If you are told something cannot be done, ask for the policy documents and the legislative background to be provided to you so that you can fully understand the issue. Often, this will be enough to alert the HR manager that you are not going away in a hurry and may make them more responsive to your needs.
      3.Ask your HR manager why they are not prepared to assist. Explain clearly why you feel it is their role and not yours to pursue an employment matter and find a solution. Get their reasons as to why they perceive this differently. Go away and see if you can find the holes in their reasoning and come back with well argued challenges to this.
      4.Realize that some people don’t do their work properly, whatever their role. It may be that you have struck someone who is inexperienced, has not yet come up to scratch with your workplace or jurisdiction, or who is overwhelmed by too much work in relation to many HR issues. Occasionally (and less likely) you strike someone who is simply lazy or makes arbitrary delineations as to who does what. In the latter case, knowing your rights is very important. In any of these cases, however, you are entitled to responsiveness and if this HR manager cannot deliver, ask for one who can.
      5.See your direct manager. Explain the problem (if possible) and ask your manager to intervene. There may be something going on at a senior level that you are not able to fathom clearly but your manager can disentangle.
      6.File a complaint. If you aren’t getting anywhere despite trying, file a complaint internally about not getting the employment support you need. Only do this after you have really tried to work it out through all avenues because this method should only be one of last resort.
      7.Seek review of the role of the HR manager. If, after all of your research and reading, you simply find that the role of the HR manager is too limited and does not do what you expect of them, it can be a good idea to raise this with senior management and request a review of the role and level of input of the HR manager. In doing this, it helps to outline clearly what you and your colleagues think you should be getting from this role as that will help guide senior management in its decision whether or not to review the role and the assistance employees get from the human resources branch.

      Reply
  • October 11, 2014 at 6:27 am
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    There are still a few in high paying jobs Donna Steinbach included……not many , but still a few who are either not employee friendly or just plain stupid and not qualified for the jobs they were appointed to.
    The employees need to know that these people are not slipping under the wire and getting away with their past behavior. It’s grossly unfair to the workforce to have to be subjected to them on a daily basis. Then and only then will things settle down and the city can run in a peaceful manner again.

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  • October 11, 2014 at 11:22 pm
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    Wasn’t she in the room when 2 employees said they destroyed of book? Wasn’t she put in charge of public utilities department without knowing anything about utilities?

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    • October 12, 2014 at 9:53 am
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      Seems like she has had a hand in everything.
      That in itself is a big issue. Hope they area reviewing her position and future.

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      • October 12, 2014 at 10:22 am
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        For the most part there is no one monitoring it and has been effectively forgotten because Kisela, Lewis, Smith, Ulrich, Yarborough, and Saunders have left. The only continuity on the part of the city is Miss Stienebach. The city will not be able to move forward until she is compelled to respond and bring closure to this. The only other alternative the powers that be have is to reprise against, intimidate, and dispose of about a dozen or so innocent employees full well knowing that they have been victimized and pray there is no repercussive liability. It appears Miss Stienebach is hedging her bets that the city has amnesia or else that the aforementioned solution is a viable contingency plan. This stuff needs to stop and the house cleaning needs to be finished.

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    • October 12, 2014 at 10:06 am
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      This is correct but through methodical whitewashing the city’s line of administrative authority made it disappear and blacklisted any witnesses. One of the people that witnessed her knowledge of this was constructively terminated after 36 years of service.

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  • October 12, 2014 at 9:24 am
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    Gravel Gertie the Administrative services director is totally un-qualified for the position she currently holds as was the case with her previous positions. She has been kept on the payroll as are all hit men because she has been a remorseless killer of ideas and careers for the power broker of the day in City Hall. Her hatchet lady annihilation of Tom Cinefero to please Saunders and Kisela was a complete as it was disgusting. Cinefero was not perfect but he did not deserve to be sacrificed as he was in a futile attempt to save the worthless interloping skin of Saunders and Kisela. Neither should Julia Wiggins have been made the scapegoat to again try and deflect blame from Saunders and Yarborough the Manager-In-Trouble award winners. Gravel Gertie not only knew better she was Kisel’a attack dog in prosecuting Ms. Wiggins before the Civil Service Board who by the way exonerated her on all charges. Gravel Girtie is the last of the poisonous ‘overpaid – we are entitled’ old guard who needs to be shown the door ASAP.

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  • October 12, 2014 at 4:46 pm
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    Didn’t Miss Stienebach just make a near $70,000 mistake on a contract about 5 months ago? Did she even get a slap on the hand? I think it was an AT&T contract.

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    • October 12, 2014 at 7:34 pm
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      No, she did not even get a slap on the wrist. A week or so thereafter she prosecuted the case against Julia Wiiggins for Greg Kisela at an administrative hearing in council chambers for the same offense she just perpetrated and was given a get out of jail card for by Kisela and the council.
      She also testified under oath after being posed with a question from the defense that she did not disagree materially with any of the testimony that she received regarding the internal inquiry of Jason Yarborough and his second in command relative to the abuses and victimization of approximately a dozen public utility employees. She was the prosecutor of a scapegoated employee that was ultimately exonerated for something she herself was admittedly guilty of that Kisela let her get away with a wink and a nod. She also breached her fiduciary relationship with the employees that she was supposed to protect against Jason Yarborough but instead has stonewalled and obfuscated accountability as her benefactor Greg Kisela most likely directed her to do.
      We now need a day of reckoning in order to restore any credibility to this organization. We shall see if the Interim City manager and the City Council really want accountability, true reform, and transparency. Organizations that violate their own rules will never succeed and supposed leaders that are support this obfuscation are responsible for this.

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  • October 13, 2014 at 4:59 pm
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    There seems to be some mystery as to why Gravel Gertie’s report has not been released. Let’s see if we can connect the dots or more correctly fill in the missing link.
    The report has not come out, and Gertie was given a department of her own to mismanage for the first time in 7 years.
    The report has not come out, and Gertie was given a department of her own to mismanage for the first time in 7 years.
    Now who doesn’t ever want any report to come out, and who doesn’t want this report to come out in particular because Rick the ‘i am smarter than my desk’ and Freddie the ‘payroll pilfer’ report directly to him, and who has the power to give an unqualified person a job or let a person keep such a job.
    The answer is drum roll please none other that Mayor Walter Allen Green, and until Green is gone all of the good old boy corruption will continue unabated. Thought you knew.

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  • October 14, 2014 at 3:47 pm
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    Good Old Boy system ?
    In a progressive city such as Port Orange, FL ?
    Say it ain’t so !

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