Salaries at Argosy SLC

Salary expectations at Argosy University, Salt Lake City, are generally determined by factors such as role, academic rank, years of experience, and field of expertise. Faculty and staff compensation often aligns with industry standards for higher education institutions, though specific salary bands or transparent pay scales are not publicly disclosed by the university. Salaries may vary significantly between academic and administrative positions, with additional considerations for specialized fields, research contributions, or seniority. Without official data from the university, the figures provided below are based on general trends for similar institutions in the region and should be treated as estimates.

• Assistant Professor: Typical salary range of $50,000–$65,000 USD annually. Entry-level academic roles often start at the lower end, with potential increases based on teaching experience and research output.
• Associate Professor: Average salary range of $65,000–$80,000 USD per year. Mid-level faculty may see higher compensation with tenure or significant publications.
• Full Professor: Estimated salary range of $80,000–$100,000+ USD annually. Seniority, leadership roles, and research funding can push salaries higher.
• Academic Dean: Typical range of $90,000–$120,000 USD per year. Administrative roles often include bonuses or stipends for overseeing departments.
• Administrative Staff: Salary range of $35,000–$50,000 USD annually. Non-academic roles vary widely based on position and experience level.

In general, salary competitiveness at Argosy University, Salt Lake City, appears to align with regional benchmarks for private universities, though it may not match the pay scales of larger public institutions. Progression often depends on performance evaluations, tenure status, and additional responsibilities such as program development or grant acquisition. Without publicly available data, prospective employees are encouraged to negotiate based on market rates for similar roles in Utah’s higher education sector. Overall, compensation reflects a balance between institutional resources and local cost-of-living factors.