Legislative Audit Highlights Concerns in Tooele County School District
A recent legislative audit of the Tooele County School District has revealed significant challenges within the district, including poor student performance, low employee morale, and a lack of accountability. The audit, conducted by an independent team, provides a comprehensive overview of the district’s operations and highlights areas where improvements are desperately needed.
The Tooele County School District consists of 27 schools and serves over 15,000 students. According to the audit, the district consistently underperforms compared to state targets and peer districts in most standardized assessments and graduation rates. This underperformance is not a new issue but has been ongoing since at least 2019.
Student Achievement and Performance Metrics
One of the key findings of the audit is that the district’s students are performing below both state targets and peer districts across multiple assessments. For example, the Acadience assessment, which evaluates literacy and numeracy in grades K–3, has a target of 60% of students achieving “typical or better.” However, Tooele County students fell short of this goal, particularly in literacy and numeracy.
Additionally, the district performed significantly below state targets in the Readiness Improvement Success Empowerment (RISE) assessment. This test is administered to Utah students in grades 3–8 for English language arts and math, and grades 4–8 for science. The results highlight a troubling gap in academic readiness among students in the district.
The audit also pointed out that the district’s ACT scores were below the state average. While the state target was set at 74% of students scoring above 18, Tooele County only achieved 56%. Furthermore, the district’s graduation rate of 79% falls well below the state target of 92.1%.
Accountability and Leadership Issues
The audit found that the district has historically lacked strong accountability measures for teachers, which has contributed to the overall underperformance. However, the audit also noted that the district is currently implementing new initiatives aimed at improving student achievement.
One of the key recommendations from the audit is the creation of an assistant superintendent position focused on academics. This role would be responsible for overseeing student performance goals and data, implementing academic initiatives, and reporting directly to the superintendent and school board. The audit emphasized the importance of having a dedicated leader who can drive improvements in the district’s educational outcomes.
District Culture and Employee Morale
Beyond academic performance, the audit identified serious issues with the district’s culture and employee morale. A review of board meetings and work sessions revealed that discussions about strategic goals and student achievement were rare. This lack of engagement suggests that the board has not prioritized long-term planning or improvement efforts.
Employee morale is another critical concern. A district-wide survey found that less than 50% of employees believed morale was high. Additionally, the district’s employees reported lower morale compared to those in other Utah school districts. This low morale can have a direct impact on policy compliance and overall district performance.
Human Resources Policy Violations
The audit also uncovered several policy violations related to human resources. A random sample of 100 job positions filled between 2019 and 2024 showed that 75 of them had incomplete applications. These applications often lacked essential documentation such as proof of high school graduation, food handler’s permits, or transcripts from higher education institutions.
The audit expressed concern that these gaps in verification could compromise the quality of hiring decisions. While the human resources department has room for improvement, the audit emphasized that the board is ultimately responsible for creating policies, and the superintendent must ensure their consistent implementation.
District Response and Next Steps
Before the audit was made public, the Tooele County School District issued a statement addressing the findings. The district welcomed the external review and expressed its commitment to continuous learning and improvement. It agreed with the audit’s recommendations and pledged to implement them.
In response to the recommendation for an assistant superintendent focused on academics, the district stated it would discuss the position and make a decision by the September 9 board meeting.
The full audit and the district’s response are available for review online. The findings serve as a call to action for the district to address systemic issues and prioritize the educational needs of its students.
