HIRING SCANDAL – HR Director Disciplined!
Fort Smith’s Board of Directors has taken disciplinary action against their HR director following the controversial hiring of an internal auditing director who failed to disclose a felony charge during the interview process.
At a Glance
- A woman hired as Fort Smith’s internal audit director had her contract terminated after failing to disclose a felony charge
- The Board has directed disciplinary action against the human resources director responsible for the hiring
- The Board expressed dissatisfaction with hiring firm SGR’s vetting process and will reevaluate their contract
- The directive requires disciplinary measures be implemented before April 29
- The undisclosed felony charge was reportedly related to a “family issue” in LeFlore County
Controversial Hiring and Swift Termination
A woman was hired as the new director of internal audit for the city of Fort Smith on Tuesday, but her contract was swiftly terminated just two days later on Thursday. The termination came after the revelation that the new hire, Rebecca Cowan, had failed to disclose a felony charge from LeFlore County during the interview process. This revelation prompted immediate action from city officials, highlighting significant gaps in the hiring and vetting procedures currently in place for high-level municipal positions in Fort Smith.
The Board of Directors’ decision to terminate the contract came during a special meeting on April 24, where the undisclosed felony charge was revealed shortly after Cowan’s hiring. According to reports, the charge was related to what officials described as a “family issue.” The rapid reversal of the hiring decision underscores the seriousness with which the Board viewed this omission, particularly given the sensitive nature of the internal auditing position, which requires a high level of trust and integrity.
Board Takes Action Against HR Director
Following a lengthy 2.5-hour executive session, the Fort Smith Board of Directors instructed Acting City Administrator Jeff Dingman to implement disciplinary measures against the human resources director responsible for overseeing the hiring process. This directive specifically requires Dingman to complete the disciplinary action before the April 29 study session and to report back to the board promptly. The decision reflects the Board’s determination to address what they perceive as a significant oversight in the city’s hiring protocols.
The Board’s action signals a clear message about accountability within city government. By targeting the HR department, officials are acknowledging that internal processes failed to identify critical information about a candidate for a position that requires meticulous attention to detail and unquestionable integrity. The incident has prompted a broader examination of how Fort Smith vets candidates for sensitive positions and what changes might be necessary to prevent similar situations in the future.
Concerns Over External Hiring Firm
Beyond addressing internal oversights, the Board expressed significant dissatisfaction with Strategic Government Resources (SGR), the external firm contracted to assist with the hiring process. Several board members voiced frustration with SGR’s vetting process, which failed to uncover Cowan’s undisclosed felony charge. As a result, the Board has scheduled discussions about SGR’s future relationship with the city for their May 6 regular meeting, raising questions about whether the firm will continue to provide services to Fort Smith.
The scrutiny of SGR highlights broader concerns about the reliance on external contractors for critical government functions. The Board’s response suggests a potential shift toward strengthening internal vetting processes or seeking alternative external partners. This reevaluation reflects the city’s commitment to ensuring that those in positions of public trust are thoroughly vetted, particularly when they oversee financial oversight functions such as internal auditing that are essential to maintaining public confidence in government operations.
Path Forward for Fort Smith
As Fort Smith navigates this hiring controversy, city leadership faces the challenge of rebuilding public trust while strengthening their hiring procedures. The incident has exposed vulnerabilities in the current system that allowed a candidate with an undisclosed felony charge to briefly secure a position responsible for ensuring financial accountability within city government. Moving forward, the Board’s actions signal a commitment to addressing these gaps through both disciplinary measures and potential structural changes.
The timing of the directive, requiring action before the April 29 study session, demonstrates the Board’s sense of urgency in addressing the matter. By mandating prompt disciplinary action and scheduling further discussions about their relationship with SGR, Fort Smith’s leadership is taking concrete steps to prevent similar oversights in the future while sending a clear message about the standards they expect from both city employees and contracted services.
