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From YouTube: Meet The People: Khyla Freeman & Jason Yuhasz
Description
On 2023's first episode of #MeetThePeople, Khyla Freeman and Jason Yuhasz from the Department of Human Resources & Civil Service tell us about their backgrounds, how they conduct their in-person trainings for City of Pittsburgh employees, and who makes up their respective zombie apocalypse teams.
A
Thank
you,
hello.
Again.
Everyone
welcome
to
another
edition
of
Meet
the
people.
My
name
is
David
finer
I'm,
the
communication
technology
manager
in
the
city
of
Pittsburgh's,
Department
of
innovation
and
performance.
This
is
the
first
episode
of
2023,
so
happy
2023
to
all
of
you
out
there.
Today
we
have
two
guests
on
the
show
from
the
Department
of
Human,
Resources,
Kyla,
Freeman
and
Jason.
You
has
welcome
to
the
show
thanks.
A
B
B
B
So
believe
it
or
not,
I
only
wanted
to
go
to
schools
on
the
East
Coast
I
applied
to
like
one
or
two
schools
on
the
South,
but
I
didn't
want
to
go
to
school
in
California,
because
I
wanted
something
different
and
at
the
time
I
was
also
looking
to
go
somewhere
where
I
could
do
track
as
well.
So
actually
Pitt
was
one
of
the
schools
that
actually
ended
up
taking
me
for
track
and
that's
how
I
found
out
about
Pittsburgh
and
believe
it
or
not.
B
I
actually
had
Neighbors
in
California
that
were
from
Pittsburgh
and
now
they
live
out
here.
So
it's
kind
of
funny.
They
look
like
moved
back.
So
that's
how
I
found
out
about
Pittsburgh
and
I
feel
like
the
school
was
super
welcoming
and
I
did
want
to
experience.
Seasons
be
careful.
What
you
wish
for,
but
I
have
enjoyed
it
ever
since.
A
C
There
was,
there
were
a
few
things
that
happened:
I
was
kind
of
the
opposite
of
Kyla
that
I
started
here.
I
went
out,
west
I
was
in
the
great
state
of
Nevada
for
about
18
years
and
I
came
back
in
what
was
it
March
of
last
year.
Family
is
here,
I
had
a
chance
to
get
out
west
and
try
it
and
I'm
glad
I
did
and
you
know
glad
to
be
back
around
my
family.
The
weather
is
a
different
story.
The
sky
in
Nevada
kind
of
is
about
this.
B
A
C
Vegas,
so
it
was
both.
It
was
Las
Vegas
down
south
and
in
Reno
a
little
bit
more
towards
the
north.
It
gets
cold,
Reno
gets
cold,
it
has
Seasons,
there's
snow,
similar
drivers
that
you'd
find
around
here
every
every
winter
for
yeah,
Kyle
and
I
talk
about
that,
but
it
the
dry.
It
was
nice
and
dry.
It
was
good,
it
was
good,
hair,
weather
yeah.
You
know
you
would
you.
C
C
A
B
Go
ahead,
go
ahead,
so
yeah,
so
we're
housed
under
the
HR
department,
mainly
because
we
deal
with
a
lot
of
the
mandatory
training
so
right
like
no
domestic
VI
or
no
domestic
violence,
no
DHR
like
which
is
discrimination,
harassment,
retaliation,
Fair,
hiring
a
lot
of
the
things
like
that.
So
that's
why
we're
really
housed
under
HR,
but
we
also
do
a
lot
of
personal
and
professional
development
as
well,
so
just
wanting
to
make
employees
better
making
sure
that
they
can
advance
themselves
in
their
career.
B
We
get
a
lot
of
recommendations
on
things
that
we
should
do
or
ask
so
just
catering
to
different
departments
when
it
comes
to
that.
So
it's
been
I
mean
it's
definitely
been
an
interesting,
diverse
experience
because
we
went
through
some
a
lot
of
change
in
the
very
beginning,
but
it
has
been
good
so
far.
A
C
C
B
A
C
C
Helping
people
lead
helping
people
follow
whatever
people
need
we're
we're
finding
our
our
own
path
and
after
we're
here
about
a
year
to
see
one
calendar
cycle
of
things
and
and
we
can
adjust
we're
we're
grateful
for
the
flexibility
that
we
have
and
just
kind
of
move
and
adjust.
However,
we
need
yeah.
B
I
think
the
biggest
change
was
having
a
training
and
development
department
or
people
that
do
the
trainings,
because
I
think
there
was
a
team
before
2020
like
covet
happened,
and
then
everybody
kind
of
got
wiped
out
clean
from
then
on,
and
there
was
no
training
and
development
for
a
while
and
so
I
think
the
biggest
change
was
having
something
that
continually
happens.
Having
opportunities
to
do
these
trainings,
more
often
than
they
used
to
be,
would
be
like
oh
yeah,
there's
one
here
and
one
there,
and
then
it
would
like
disappear
for
a
while.
B
A
B
A
B
C
Were
some
pieces
that
were
already
packaged
and
organized
for
us,
but
then
we've
adapted
that
and
changed
a
few
things
as
ordinances
and
different
requirements
change
we
we
want
to
meet
that.
The
the
thing
that
I
like
about
what
we
do
is
that
it's
not
like
well
that
person
in
that
department
here
you
get
to
do
the
training,
whether
this
person
wants
to
or
not
Kyla
and
I
applied
for
this
we
auditioned
for
it
and
we're
in
this
position.
C
A
A
C
You
know
personality
physiologically,
why
this
happens,
how
to
recognize
it
and
then
what
you
can
do
if
you're
someone's
co-worker,
if
you're
someone's
boss,
if
you're
someone
wherever
you
are
in
the
pyramid,
we're
hoping
this
is
a
thing
that
will
help
the
most
people
and
then
also
we're
going
to
keep
offering
the
the
partnership
with
the
employee
assistance
program.
Leadership
Symposium,
which
is
for
we
wanted
to
get
as
far
as
it
can,
but
things
that
will
help
supervisors
be
better
supervisors,
managers,
be
better
managers
and,
as
people
can
can
learn
and
grow
from
these
courses.
B
Hitting
passive
aggressiveness
because,
obviously
in
the
workplace,
that's
something
that's
very
common
people
don't
want
to
face
their
problems
head
on
and
that
actually
Partners
really
well
with
our
conflict
resolution.
Training
and
so
it'll
be
kind
of
like
something
to
build
upon
with
that.
So
those
are
some
of
the
ones
that
we've
come
up
with
so
far
and
that
would
be
a
series.
The
drama
one
would
be
a
series
so.
A
I've
been
a
manager
for
a
long
time
for
many
years
and
I,
don't
ever
remember
there
being
this
amount
of
focus
on
helping
managers,
be
managers
or
helping
employees,
be
employees
or
helping
make
a
better
workplace
for
everybody?
When
do
you
think
that
change
started?
Was
it
a
pandemic
thing,
or
was
it
before
that.
B
I
think
it
was
happening
before
that
slowly.
My
my
mom
actually
is
like
big
into
leadership
development.
That
was
what
she
did
for
a
lot
of
her
roles
previously
and
I
know.
That
was
like
a
need
for
a
lot
of
businesses
and
industries
in
the
past,
but
I
feel
like
after
2020
people
had
that
time
to
sit
and
realize
what
do
I
really
want
do
I
want
work.
Life
balance,
you
know,
do
I
want
to
love.
My
job
do
I
hate
my
job
and
I
feel
like.
B
After
that
people
suffer
from
a
lot
of
like
mental
health
issues
and
as
a
result,
it
was
kind
of
like
what
are
you
gonna
do
about
it.
So
I
feel,
like
you
know,
we're
not
in
charge
of
necessarily
like
the
health
aspect,
even
though
we
do
have
that
and
the
HR
department.
But
if
we
can
make
people
better
and
feel
like
they're
engaged,
then
that's
like
a
part
of
feeling
better
at
work,
and
if
you
can
make
a
better
leader,
then
people
are
gonna,
less
likely
hate
their
job
jobs,
because
most
people
don't
leave
jobs.
B
A
One
of
the
things
I've
always
done
as
a
manager
I've
had
in
the
back
of
my
mind,
is
the
concept
between
go?
Do
this
and
let's
go
do
this,
and
so
as
I
manage
my
staff?
I,
don't
just
say,
go!
Do
stuff,
I
will
go
and
stand
next
to
them,
while
they're
doing
it
and
I'll
do
it
with
them.
Sure
I
would
never
ask
them
to
do
anything.
I
wouldn't
do
myself.
A
I
am
not
a
perfect
manager
and
I
know
that
there
are
things.
I
need
to
learn
still,
for
example,
the
fair
hiring
training
that
I
sat
through
a
couple
of
weeks
ago.
There
were
you
guys,
brought
up
a
lot
of
good
points
that
I
had
not
thought
of
before
when
you
pointed
out
my
biases.
Thank
you
very
much
was
talk
about
the
the
the
relationship,
how
the
two
of
you
were
able
to
essentially
tag
in
tag
out
and
go
through
that
training
and
not
make
it
stale.
C
Know
no,
we
we
practiced
it.
We
we
had
a.
We
had
a
good
start
from
from
Richard
and
I
I
can't
thank
him
enough
for
giving
us
a
good
launching
point
and
Kyle
and
I
got
into
it
and
we
looked
at
it
and
we
worked
on
it
and
we
had
to
practice
it
and
we
we
found
there
were
things
that
Kyle
is
stronger
than
this
portion
and
I'm
a
little
more
comfortable
with
that
portion
and
through
practice,
trial
and
error.
C
B
It's
actually
the
first
training.
We
learned
how
to
do
so
yeah,
while
while
Richard
was
still
here
that
was
the
first
training
we
saw.
That
was
the
first
training
we
did
on
our
own
without
his
help
and
so
I
feel
like
you
caught
it
when
we
were
already
kind
of
used
to
it.
We're
already
kind
of
in
the
flow
and
like
Jason
was
saying
we
have
been
practicing.
B
A
lot
of
the
practicing
is
just
getting
in
front
of
people
and,
like
hope
for
the
best,
and
then
we
try
to
make
it
fun
too,
because
if
we
were
in
the
audience,
we
wouldn't
want
to
sit
there
and
be
like
man.
This
is
boring
like
why
do
I
want
to
listen
to
this,
but
kind
of
I
feel
like
the
best
thing
that
both
Jason
and
I
do
is
try
to
tell
stories,
and
if
you
tell
stories,
then
people
are
more
interested
in
what's
happening
and
then
also
engaging
the
audience
and
what
you're
talking
about.
A
A
A
A
B
I
was
like
we
don't
have
anything
yeah,
we
don't
go
in
front
of
people,
I
think
our
training
from
before
this
has
gotten
us
to
do
well
and
I
think
it
just
happens
to
work
that
we
both
work
together
really
well.
So
no,
it's
just
me
and
Jason,
and
we
give
each
other
feedback
at
the
end
of
our
trainings.
A
I
think
it's
a
testament
to
both
of
you.
You've
been
here
a
short
period
of
time,
both
of
you
and
the
fact
that
you
both
walked
into
this
new
at
essentially
the
same
time,
and
you
are
so
comfortable
right
away.
People
take
years
before
they're
comfortable
doing
these
things
for
a
company
and
you're
standing
in
front
of
35
model,
not
all
at
the
same
time,
but
3
500
people
and
saying
listen
to
us,
because
we
say
you
should
listen
to
us.
A
C
Yeah-
and
there
are
things
whatever
the
context
of
military
civilian
corporate
non-profit.
What
have
you
that
people
who
are
attending
a
session
people
are
going
to
be?
Why
do
I
got
to
be
here?
Oh
I'm,
interested
in
this,
and
it's
the
people
who
are
in
there?
What
you
do
with
that
opportunity?
You
you
get
hand
to
the
ball,
and
how
are
you
going
to
run
with
this
and
there's
some
things
that
I
found
you
can
do?
C
But
if
there's
something
that
we
can
have
a
little
bit
of
a
fun
with
it
or
keep
it
a
little
more
engaging
even
some
of
the
more
sensitive
trainings
we
I
at
least
try
I,
don't
know
how
I
succeed,
but
I
try
to
keep
it
engaging
to
keep
a
person
paying
attention
that
if
you
left
there
with
a
couple
takeaways,
that's
the
win.
If
you
knew
what
to
do.
Oh
call
this
person
go
to
this
site.
Do
that?
A
B
Send
suggestions
please
like
we
welcome
them
because
we're
doing
yeah
it's
our
job,
to
do
it,
but
we're
doing
it
for
them
we're
doing
it
for
you
all
the
city
employees.
So
if
you
have
something
that
you
really
need
we'll
do
everything
in
our
power
to
either
do
it
ourselves
or
find
somebody
that
might
be.
You
know
a
little
more
qualified
to
do
a
certain
subject.
C
And
when
we
do
a
session,
usually
the
the
in-person
sessions
we'll
send
out
a
survey
afterwards,
and
it's
not
that
you
we
want
us
to
have
Sunshine
blown
it
ourselves,
but
we're
looking
for
what
could
we
have
done
better
or
if
a
person
says
no
I
would
like
training
about
this
or
if
we
see,
though,
there's
a
trend
people
are
asking
about.
You
know
whatever
other
trading
like
between
the
two
of
us.
C
C
A
B
C
A
close
second
and
I
I
agree
with
Kyler.
The
close
second
is
the
the
conflict
resolution.
Because
again
it's
a
lighter
topic.
We
can
have
a
little
more
fun
with
it,
but
the
fair
hiring
where
again
we're
trying
to
drive
home
some
critical
points
in
things
that
we
need
the
folks
to
understand,
but
we
can
make
it
a
little
lighter,
have
a
little
more
fun
with
it.
C
A
C
B
I'm
gonna
show
my
age
a
lot
in
a
interesting
way,
so
I
got
a
tripod
for
your
phone
to
like
make
videos
and
so
I
bought
that,
because
I
was
like
making
a
lot
of
like
workout
videos
on
social
media,
because
I
thought
I
had
like
a
time
in
between
where
I
was
like
laid
off.
So
that's
like
the,
but
it's
the
best
purchase
I've
ever
had
because
it
helps
me
with
a
lot
of
things.
So
it's
good
to.
A
B
B
B
B
C
A
B
C
C
C
Jason.Uhas
pittsburghpa.gov
and
a
little
trick
you
look
on
your
keyboard.
You
find
a
letter.
Y
make
a
right
hand.
Circle
y-u-h,
find
the
letter.
A
make
a
right
hand,
Circle
a
s
z,
every
phone
order,
I've
ever
done.
I
just
talked
the
person
through
that
first
dot.
Last
at
Pittsburgh,
panda
cup,
fourth,
floor,
hrcs,
counter
Ross,
Street
side.
B
A
B
C
I
I
can't
encourage
you
more
than
if
you
do
it,
you
don't
have
to
do
it.
You
don't
have
to
hear
about
it
anymore,
that
you,
if
you
just
do
the
thing
you
don't
have
to
hear
about
it,
that
you
get
it
done.
You
get
some
knowledge.
You
can
help.
Others
I'm,
just
I'm
thankful
and
grateful
for
the
opportunity
for
my
co-worker
co-workers
within
HR
and
I'm
remain
glad
to
be
here.
Thank.