Can Anyone explain...
- Thread starter Kaydence
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The vagueness is intentional, Bob. It creates a straw man that Kaydence can rail against. Is this what False News means?
Once again @graytonbeachguy, you have no clue what you're talking about.
This is an elected City official who also works for the county. When hired by the City he had absolutely no experience what-so-ever in planning. None, zip, zero, nada!
He was suspended from his job as a City employee after being busted for drugs and his employment file is a matter of PUBLIC RECORD. His driving record is also PUBLIC RECORD.
He was also employed by the County and was not absolutely honest on his original employment application when asked if he had ever been suspended from any other job. (Again, ALL PUBLIC RECORD) He was part and parcel of the problems in the planning department when fees were allegedly never collected OR mysteriously went missing and the county lost nearly 1 million dollars. He continues to be part of the problem!
He was taking a county vehicle to conduct private and City business including attending Council meetings. If you would like smart beach guy, ask Larry Jones if I didn't have the conversation with him regarding the personal use of a county vehicle by this employee at a BCC meeting just a couple weeks ago, where he affirmed that in fact, they had spoken to this employee/Elected City Official and it would NOT happen again.
READ the grand jury report too smart beach guy. Listen to the taped depositions Bob Hudson spoke of at the last BCC meeting. Get your facts straight!
Whether you choose to believe this or not there are people trying to work for the good of SoWal to prevent the WCSBA and its associates (you are among them) from controlling SoWal's destiny. There are people who want to see the Comp Plan brought into compliance with the State mandated Land Development Code and prevent developers from running roughshod over the planning department as EVIDENCED by the grand jury investigation! There are people who want experienced planners versus those who simply got a job because of who their daddy is/was and were never qualified for the position.
The County must do better about conducting background checks on potential employees, especially those whose positions mean that they will be directing the day to day operations of a department that has been the main source of dissension and conflict for the folks of South Walton. They must eradicate nepotism and the "good ole boy syndrome" and hire the best QUALIFIED applicant!
The only "fake news" here is the fact that by virtue of your own association with the people directly involved in all the conflict, the WCSBA might just have NO say in who the next planning director is.
That scenario is a win win for South Walton!
County government is like a stew. If you don't keep it stirred up, you get a lot of scum on the top.
See below for an excerpt from the Auditor Generals Report that directly addresses the hiring in the Planning Department. Sloppy HR Work and Sloppy Management, all done to hurry up and hire somebody's friend or family, all at the expense of Walton County Taxpayers. It's the Friends and Family Plan.
"The County must do better about conducting background checks on potential employees, especially those whose positions mean that they will be directing the day to day operations of a department that has been the main source of dissension and conflict for the folks of South Walton. They must eradicate nepotism and the "good ole boy syndrome" and hire the best QUALIFIED applicant!" (Kaydence Quote)
EXCERPT FROM REPORT:
"The County must do better about conducting background checks on potential employees, especially those whose positions mean that they will be directing the day to day operations of a department that has been the main source of dissension and conflict for the folks of South Walton. They must eradicate nepotism and the "good ole boy syndrome" and hire the best QUALIFIED applicant!" (Kaydence Quote)
EXCERPT FROM REPORT:
- For an employee hired as a Planning Assistant, BCC personnel did not initially obtain the
individual’s official transcripts to verify education credentials or document verification of relevant
work experience. BCC personnel indicated that it was common knowledge that the employee
previously owned a local business for several years, which satisfied the requirement of equivalent
work experience. Subsequent to our inquiries, BCC personnel obtained, and provided for our - Report No. 2017-123
Page 14 March 2017
examination in November 2016, the employee’s official transcripts, which confirmed that the
employee met the educational requirements for the position.
of the employee’s bachelor’s degree; however, BCC personnel did not obtain the official
transcripts to verify the education credentials for the employee. Subsequent to our inquiries, the
HR Department obtained, and provided for our examination in November 2016, the official
transcripts for the employee, which confirmed that the employee met the educational
requirements for the position.
For another employee hired as a Planning Assistant and for an employee hired as a Senior
Planner, BCC records did not document verifications of the relevant work experience. BCC
personnel indicated that it was common knowledge that the individual hired as a Planning
Assistant was previously employed at a local insurance agency for many years. For the Senior
Planner, BCC personnel indicated that the employee had a professional engineering license,
which requires 4 years of related work experience, and satisfied the requirement of at least
8 years’ experience when combined with the employee’s bachelor’s degree. However, since the
BCC job description for a Senior Planner requires 8 years’ experience in professional planning or
related field in addition to a master’s degree, BCC records did not demonstrate that the
employee’s qualifications met the required equivalent combination of training and experience.