Argosy University, Salt Lake City, located in Draper, Utah, was a branch campus of the Argosy University system, specializing in professional graduate programs. Established to meet the demand for trained psychologists, counselors, and business leaders in the Intermountain West, it offered hands-on education in fields like clinical psychology and organizational leadership. The campus attracted students and professionals seeking practical, career-oriented degrees in a region known for its growing healthcare and education sectors. Although the institution ceased operations in 2019, understanding its structure provides valuable context for similar roles in Utah's higher education landscape. Job seekers interested in faculty or administrative positions can find parallels at active institutions through platforms like higher ed jobs.
The Draper location, situated in a suburban area south of Salt Lake City, featured facilities tailored for clinical training, including simulation labs and counseling suites. This setup supported immersive learning, which translated to specific job requirements emphasizing practical experience over pure research. For those exploring university jobs, Argosy's model highlighted the practitioner-scholar approach, blending teaching, clinical work, and scholarship.
Founded in the early 2000s as part of the University of Argosy system (formerly American Schools of Professional Psychology), the Salt Lake City campus opened to address regional shortages in mental health professionals. By 2010, it had grown to serve over 500 students, offering doctoral programs like the Doctor of Psychology (PsyD) in Clinical Psychology and Master's in Professional Counseling. The campus emphasized accreditation by the Higher Learning Commission and program-specific approvals from bodies like the American Psychological Association (APA).
In 2015, regulatory scrutiny intensified due to issues with parent company Education Management Corporation (EDMC), leading to teach-out plans and full closure by spring 2019. During its peak, Argosy SLC employed around 50 faculty and staff, contributing to Utah's academic community. This history underscores resilience in higher ed amid challenges, offering lessons for current job markets. Professionals with Argosy experience often transition to roles at the University of Utah or Brigham Young University, where demand for psychology faculty remains high.
The closure impacted local education, prompting students to transfer credits and faculty to seek new positions. Today, its legacy lives in alumni networks and the emphasis on professional training in regional professor jobs.
Past opportunities at Argosy SLC centered on academic and clinical roles. Core faculty positions in the College of Psychology and Behavioral Sciences required expertise in areas like counseling psychology and marriage/family therapy. Adjunct professors taught evening classes, providing flexibility for clinicians. Administrative jobs included program directors, who oversaw accreditation compliance, and clinical supervisors for practicum sites.
Business programs featured roles in the College of Business, such as MBA faculty focusing on leadership and ethics. Education roles supported EdD programs with curriculum development. For a full breakdown of university job types, including adjunct and tenure-track distinctions, visit dedicated resources. Salaries ranged from $60,000 for adjuncts to $100,000+ for full-time PsyD core faculty, competitive for Utah's market.
To aid understanding of roles at institutions like Argosy University, Salt Lake City, key terms include:
Jobs at Argosy SLC demanded rigorous credentials. Faculty in psychology needed a PsyD or PhD from APA-accredited programs, plus state licensure as a psychologist or LPC (Licensed Professional Counselor). Research focus prioritized applied studies in clinical outcomes, multicultural counseling, and forensic applications, with expectations for conference presentations rather than high-impact journals.
Preferred experience included 3-5 years of postgraduate clinical practice, supervision of interns, and teaching at the graduate level. Publications in practitioner journals and grant funding from sources like the Utah Department of Health strengthened applications.
Essential skills encompassed:
Competencies like cultural humility, ethical decision-making, and student mentorship were core, aligning with APA guidelines. For business roles, an MBA or DBA with industry experience was standard. These align with broader research jobs in higher ed.
The process mirrored standard academic hiring: online submission of CV, cover letter highlighting clinical fit, transcripts, three references, and a teaching philosophy statement. Shortlisted candidates underwent phone screens, campus interviews with demo lessons, and faculty panels. Background checks and licensure verification followed offers.
Actionable tips:
For closed institutions, transfer skills to open listings on postdoc jobs or lecturer jobs.
Argosy SLC actively pursued diversity through targeted recruitment of faculty from underrepresented backgrounds, particularly in psychology where ethnic minorities were encouraged to apply. Initiatives included bias training workshops, a Diversity Committee reviewing curricula for inclusivity, and partnerships with organizations like the National Latina/o Psychological Association. Scholarships for diverse students indirectly supported inclusive faculty hiring. The campus celebrated cultural events and integrated multicultural competence into PsyD training, fostering an environment where 30% of students identified as ethnic minorities. These efforts provide a model for current administration jobs emphasizing equity.
In Draper, the campus promoted balance with flexible schedules allowing faculty to maintain private practices. Small class sizes (15-20 students) reduced burnout, while proximity to outdoor recreation like the Wasatch Mountains supported wellness. Staff benefits included health insurance, tuition remission, and professional development funds. Community events, such as guest lectures and holiday gatherings, built camaraderie. Though closed, these elements reflect ideal higher ed environments; seek similar in remote higher ed jobs or local Utah postings. Faculty reported high satisfaction from impactful student outcomes in clinical fields.
Daily life involved morning classes, afternoon supervisions, and evenings for research or consulting, with summers lighter for professional growth.
With Argosy closed, professionals should target Utah's vibrant higher ed scene, including community college jobs or research assistant roles at the University of Utah. Explore faculty positions emphasizing clinical skills. For career growth, review employer branding secrets or postdoctoral success tips.
In summary, while jobs at Argosy University, Salt Lake City are historical, skills gained there remain valuable. Check higher ed jobs, higher ed career advice, university jobs, and consider posting a job if recruiting. Platforms like scholarships and professor salaries aid planning.
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