Lee School District board broadens search for board auditor, approves 30-day outreach

The Lee School District board directed Human Resources to reopen recruitment for the board auditor position and run a 30‑day targeted outreach campaign after staff reported a limited applicant pool.

Suzette Rivera, executive director of human resources, told the board that the district first advertised the board‑auditor role from 06/29/2024 through 11/30/2024 and re‑advertised it from 12/20/2024 through 03/24/2025. Rivera said 14 people applied overall and three met the position’s minimum qualifications after screening. "A board auditor serves as an independent internal auditor for the school district, reporting directly to our school board," Rivera said, describing the job’s responsibilities to conduct audits, reviews and investigations to support accountability and compliance.

The board discussed options for expanding the candidate pool. Rivera outlined two primary options: a more robust, low‑cost advertising push — including a specialized audit job board posting (about $695) and social media ads (about $350) — and hiring a search firm (Rivera said one firm quoted roughly $100,000). Several board members said they preferred the 30‑day outreach and targeted advertising rather than paying a search firm. Board member Miss Chaviano said, "I would be okay moving forward, I guess, with this 30 day strategy with the additional . . . social media advertising campaign targeting the specific role." Board member Ms. Lankford Fleming added, "I agree with Miss Chaviano. I would not be comfortable spending that kind of money on a headhunting position."

Board members also discussed best practices and timing for interviewing. Rivera said human resources recommends screening and interviewing at least three candidates to enable a fair comparison; she recommended a 24–48 hour turnaround for confirming which applicants meet minimum qualifications after the posting closes. Rivera estimated, if the board follows the 30‑day plan and depending on scheduling, the earliest practical timeline for completing interviews and onboarding could put a hire in place around August.

During the discussion members noted prior applicant movement: Rivera said five applicants had met minimum qualifications on the earlier posting but two later withdrew. Several board members urged outreach to professional networks such as the Florida School Boards Association and to peer districts (Rivera said staff would contact Orange County Public Schools to learn how they recruited their audit position). Rivera also referenced market salary comparisons and a recommended range for the role of $160,000 to $185,000 based on comparable public and private sector data.

The board did not take a roll‑call vote to adopt a hiring contract at the meeting. The chair and members reached consensus to proceed with the 30‑day targeted advertising approach, with HR to provide weekly updates to the board and to report back with screening results after the posting closes. Rivera said HR would screen candidates as applications arrive and provide the chair with recommended candidates shortly after the closing date.

The meeting included an early procedural motion to adopt the agenda (moved by Miss Chaviano and seconded by Mr. Bridal); the transcript records some confusion about how an abstention would be recorded but does not provide a clear final tally for that procedural vote.

The board adjourned after confirming the guidance and asking HR to proceed with the outlined outreach and reporting steps.