January 2026 | Vol. 12 Iss. 1
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South Salt Lake
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Independent audit reveals low morale in SSL Police Department By Linda Petersen | l.petersen@mycityjournals.com
An independent audit of the South Salt Lake Police Department has revealed “significantly diminished” employee morale and cited sustained concerns over leadership, communication and training quality.
A
n independent audit of the South Salt Lake Police Department, conducted by the law firm Jones Skelton & Hochuli (JSH), and shared with the city council on Dec. 10, has found that morale in the organization is “significantly diminished.” The information collected indicates a department “experiencing deep organiza-
An independent audit has found that morale in the organization is “significantly diminished.” (File photos City Journals)
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tional strain, marked by low morale, erosion of trust, concerns regarding communication and leadership consistency, and substantial disagreement about the direction and stability of the Department,” the audit said. “The combination of employee concerns and the Chief’s reform efforts have collectively produced an environment of instability and declining confidence resulting in an historically low level of morale within the Department,” it said. The audit, commissioned by the city, found widespread dissatisfaction among officers and staff. The majority of staff, especially those with longer service, expressed concerns about leadership communication, disciplinary consistency, training quality, staffing pressures and internal climate, the JSH audit stated. This decline was not attributed to a single event but a “combination of cultural, operational, and relational factors that have compounded over time,” it said. JSH met with the department’s 88 employees for over 100 hours of interviews, which all employees were ordered to attend as part of the investigation.
sures, and internal climate.” Leadership and Discipline: Many officers cited the perceived unpredictability of leadership decisions, inconsistent disciplinary practices, and a belief that speaking openly may result in negative consequences. Command Structure: Supervisors and line-level officers stated that the chain of command is often bypassed, creating confusion and undermining supervisory authority. Safety and Training: Officers expressed concern about what they see as a loss of vital training that affects their ability to respond to high-risk situations. Communication: Communication issues were consistently identified as a primary driver of organizational strain. The “absence of clear communication has contributed to rumor cycles, mistrust, and misunderstandings,” the audit said. The audit also noted that while the investigation focused only on current employee morale and excluded interviewing former staff, current employees still brought up issues related to former colleagues, which they stated are negatively impacting their morale now.
Key Employee Concerns
Police Chief’s Perspective
Employees described a workplace environment where “uncertainty, frustration, and a lack of trust have become persistent,” the audit said. Concerns were raised over “leadership communication, disciplinary consistency, training quality, staffing pres-
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Police Chief Danielle Croyle offered a contrasting perspective, stating she inherited a department “struggling with low morale, divided internal culture and longcontinued page 9
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