Sherry Bautista, the School Board of Broward County’s general counsel, submitted a resignation that will take effect Jan. 9, 2026, and the board moved on Oct. 21 to begin a transition process and map out next steps. During a lengthy regular meeting, the board voted to open an internal recruitment and asked staff to post the general-counsel vacancy publicly this week; members also scheduled a workshop next week to discuss search parameters and timelines.

The superintendent, Dr. Vickie Hepburn, and board members said they want to keep the office operational and retain outside- and internal-search options while the district vets candidates. The board also named School Board Member Jared Seveira to sit on the board’s legal services committee to help review applications and recommended procedures for initial screening.

Why it matters: The general counsel’s office advises the superintendent and the board on legal, contract and compliance matters; the post’s occupant handles litigation strategy and reviews significant district contracts. The board signaled a preference for a prompt, but thorough, search that could include internal recruitment and — if necessary — retained search firms that work on a contingency basis. Members asked staff to return with cost and timeline options at next week’s workshop so the board can decide whether to pursue an in-house search first or to engage outside recruiters.

What the board decided: At the meeting the board voted to reopen the agenda for discussion of the transition, then passed two related motions. The first directed staff to begin an internal recruitment and to post the position publicly this week; the second placed a detailed discussion on next week’s workshop so board members can provide direction on job qualifications, interim coverage and whether to engage contingency search firms. Board members also instructed human resources to prepare a draft timetable showing typical steps from posting to final hire so members can compare internal and external search options.

Board members offered different preferences on process and speed. Some members said they wanted a rapid national search and asked the chair to lead the recruitment with the assistance of HR; others preferred an internal-first approach and a review by the legal services committee before any outside firm is retained. Human Resources said an internal process (targeted outreach plus paid advertising) is feasible and estimated low advertising costs (roughly $5,000) for broad outreach; outside search firms typically charge a percentage of first-year salary if retained, and that cost can be in the 20–30 percent range, HR said.

Operational questions: The board asked how soon a hire could be completed. Staff outlined a tentative timeline that starts with two weeks of planning and job‑description finalization, three to four weeks of advertising, one week for initial screening, another week for first-round interviews and background checks, and then final interviews and contract negotiations — an overall estimate roughly in the 12–14-week range from start to finish. Board members noted that the district will need interim legal coverage if the search runs to that timeline; staff said they will present options for interim staffing at the next workshop.

Transparency and process: Members asked that whatever search plan the board chooses, the process and candidate slate be transparent and that the board’s legal-services committee (a small panel of elected members) be able to review vetted applicants before finalists are scheduled for interviews. The board also directed staff to prepare a clear cost comparison in writing that shows the expected expense and timeline differences between internal recruitment and contingency or retained search firms.

Next steps: The board set a special session for 8:30 a.m. on the day of its next scheduled training workshop to begin the conversation about job description, search scope and whether the board wants a contingency search arrangement. Human Resources will bring sample timelines and a vendor-cost estimate for contingency searches; staff will also prepare a draft job description and a proposed internal outreach plan. The legal services committee will receive any vetted candidate materials and make recommendations to the full board.

Ending: Board members thanked Bautista for decades of service and said they will pursue a search aimed at balancing speed and thorough vetting so the district has continuous legal coverage. Bautista’s letter and the district’s transition plan will be part of the workshop packet next week.