Rebuilding the Future Why Two-Person Survey Crews Are Essential to Our Profession 2025 PUB. 17 ISSUE 2 OFFICIAL PUBLICATION OF THE UTAH COUNCIL OF LAND SURVEYORS In conjunction with the National Society of Professional Surveyors and the Western Federation of Professional Surveyors
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©2025 UCLS Foresights is published by the The newsLINK Group LLC for the land surveyors profession of the state of Utah and similar organizations on a complimentary basis. UCLS Foresights is not copyright protected, therefore articles, except where specifically copyright noted, may be reprinted with proper credit given. Articles appearing in the Foresights publication do not necessarily reflect the viewpoint or endorsement of UCLS, its officers, board of directors or the editor. Contributions are encouraged and may be submitted to UCLS at ucls@ucls.org. Utah Council of Land Surveyors EXECUTIVE BOARD 2025 State Chair DARRYL FENN Chair Elect CHRIS DONOGHUE Past Chair CHAD HILL NSPS Representative SEAN IRELAND WFPS Representative MIKE NADEAU To contact any of the UCLS officers, please visit ucls.memberclicks.net/officers. 34 22 Contents THOUGHTS FROM THE CHAIR 4 For the Betterment of Us All 6 Honoring the Title Reclaiming the Term “Surveyor” in a Changing Industry 10 2026 Joint Survey Conference Coming in March 11 Conference Committee Report 12 Professional Services Agreement 14 Legislative Committee Report 15 UCLS Members Weigh in on PLS Licensing Requirements 17 2025 Salary Survey 18 Rebuilding the Future Why Two-Person Survey Crews Are Essential to Our Profession 21 Updated Corner Record Guide Now Available 22 Surveying in Transition Why Cross-Training May Be the Best Response to Technological Disruption 25 Western Federation of Professional Surveyors Report NSPS UPDATE 28 Building Momentum Town Halls Spotlight Growth, Outreach and Legislative Wins 30 Utah Council of Land Surveyors Standards and Ethics Committee Report September 2025 34 Utah Forms Geodetic Advisory Committee to Guide Statewide Geospatial Standards 36 Navigating Utah’s Subdivision Plat & Survey Requirements A Practical Guide UCLS Foresights 3
For the Betterment of Us All DARRYL FENN, CHAIR, UTAH COUNCIL OF LAND SURVEYORS No, I don’t recall when the Utah Council of Land Surveyors (UCLS) held its first meeting, and no, I’m not the oldest surveyor still swinging a plumb bob. However, I do remember many of the founders of the UCLS, such as Jack DeMass, Charlie King, Hooper Knowlton, Robert Jones and Richard Sorenson. These dedicated individuals cherished our profession and worked to elevate it for the betterment of all surveyors. They established the UCLS in 1960, focusing on enhancing survey quality through standardization, embracing new technologies and providing educational opportunities. Consider the evolution from theodolites and transits, steel chains and plumb bobs, stadia rods and range poles, to the auto levels and distance meters of the 1960s and 1970s, and calculators with log functions and continuous memory. (Yes, back then, a calculator with continuous memory was magical.) When I began surveying in the summer of 1979, this equipment was already in use, but the companies I worked for still had garages full of older equipment. I grew fond of T-16s, inverted T-2s and top-mounted EDMs. You could say I was a bit of an equipment snob, but hey, who doesn’t love a good T-16? The early founders and those who followed adapted to the growing needs of Utah, especially along the Wasatch Front. They developed standards for construction staking and monumentation to support a growing population with new subdivisions and streets, and created calibration baselines to ensure equipment precision and reliability. They were the original “calibration nation,” not just to ensure equipment was taking accurate measurements and turning angles, but also to help with retracements and follow in the footsteps of previous surveyors. Thoughts from the Chair UCLS Foresights 4
“ “ part detective and part legal expert in land boundaries. Upcoming surveyors must be diverse, embracing the challenges of thorough research and defensible decisions supported by expert field techniques and skills. They must embrace today’s statutes and technologies while remembering the mindset, tools and history of past surveyors. You know, if I had to start a career all over again, I’d still choose to be a surveyor. For me, it has been such a varied and fulfilling career. We need to focus on educating and making our profession exciting and inviting to young people who are considering their career options. Many of them would be amazed by today’s GPS, LiDAR and drone equipment, which were once considered futuristic dreams. Like the founders, we have a responsibility to enhance the profession. Technologies are evolving rapidly and becoming more automated. Surveyors are now taking on roles as programmers and data analysts. This isn’t bad; it’s just different from when I started. Younger surveyors must prepare themselves and focus on the future of the profession. We must continue to learn and adapt to new and evolving technologies. We must become versatile and embrace the roles of expert measurer, land advisor, development partner, data analyst and boundary issues expert. In Utah and across the country, we are seeing an aging workforce and a need to develop the next generation of surveyors. We need to focus on educating and making our profession exciting and inviting to young people who are considering their career options. Surveying is thrilling! We need to clearly convey that surveying requires you to be part explorer, Darryl Fenn P.S. Remember, presenting yourself with professionalism in appearance, behavior and communication significantly enhances how peers and other professionals perceive you and the entire surveying field. Before measuring the land, measure yourself — your self-perception, self-worth and work shape how others perceive you. UCLS Foresights 5
Introduction In today’s fast-evolving construction and development environment, the term “surveyor” has unfortunately begun to lose the distinct professional meaning it once held. While the title “professional engineer” is legally protected in Utah — restricted by statute to licensed individuals under UCA 58-22-305 — the term “surveyor” has not received the same consistent protection in practice. Although “professional land surveyor” and “land surveyor” are also legally protected titles under the same law, the general use of “surveyor” has become diluted, often applied to technicians or field workers regardless of licensure. This informal use of the title has weakened public understanding of the distinct legal responsibilities held by licensed BY ANDY HUBBARD, PLS (UT, NV, WY, ID, CO) Honoring the Title Reclaiming the Term “Surveyor” in a Changing Industry professional land surveyors. It is now frequently applied to technicians, drone operators or others without the necessary licensure or qualifications. This article is written out of concern for the erosion of the professional identity associated with the titles of “surveyor” or “land surveyor.” While it aims to acknowledge the contributions of all who support the surveying profession, its primary goal is to honor and promote the restoration of what it means to be a Land Surveyor, highlighting the legal requirements for licensure, encouraging a constructive effort within the professional surveying community to educate the public and reinforce the value of being a licensed “professional land surveyor.” A Legal Perspective: Licensure in Utah Under Utah Code Annotated (UCA) Title 58, Chapter 22 — Professional Engineers and Professional Land Surveyors Licensing Act, the practice of land surveying is a regulated profession requiring licensure. The law clearly distinguishes between licensed UCLS Foresights 6
professional land surveyors (PLSs) and those without licensure: UCA 58-22-102(11) “‘Professional land surveyor’ means a person licensed under this chapter as a professional land surveyor.” UCA 58-22-102(12) “‘Professional land surveying’ means performing any service or work, the adequate performance of which requires the application of special knowledge of the principles of mathematics, the related physical and applied sciences, and the relevant requirements of law for measuring and locating lines, angles, elevations, natural and man-made features in the air, on the surface of the earth, within underground workings, and on the beds of bodies of water, for the purpose of determining areas and volumes, for the monumenting of property boundaries, and for the platting and layout of lands and subdivisions of lands, including the topography, alignment, and grades of streets, and for the preparation and perpetuation of maps, record plats, field note records, and property descriptions that represent these surveys.” Only individuals licensed by the Utah Division of Occupational and Professional Licensing (DOPL) can legally offer, represent or perform land surveying services, including establishing or reestablishing land boundaries, preparing plats, determining areas and volumes, or performing surveys affecting land ownership or title. The Problem: Title Dilution Despite clear statutory definitions, the title “surveyor” is now used as a catch-all for field personnel — frequently technicians or drone operators without training in boundary law, public safety responsibilities, or the legal accountability required of licensed professionals. This shift has blurred the distinction once provided by clearly defined support roles such as party chief, instrument technician, rod person and chairperson, all traditionally working under the direction of a licensed land surveyor. UCLS Foresights 7
Based on my observations within the profession, several factors contribute to this ongoing dilution of the title: Technology Democratization: With GPS and drone tools becoming more accessible, more workers are “doing survey work” without professional oversight. Lack of Public Awareness: Clients and contractors often do not distinguish between a field tech and a licensed surveyor. Industry Language: Job titles like “survey technician,” “field surveyor” or “drone surveyor” further blur the lines. While the term “survey technician” can be appropriate, its use should ideally be aligned with certification standards such as the National Society of Professional Surveyors (NSPS) Certified Survey Technician (CST) program, which clearly defines skill levels and responsibilities. This ensures that terminology reflects appropriate qualifications and promotes consistency within the profession. Construction layout technicians have become commonplace within many large construction companies. These individuals are often highly skilled in operating advanced equipment and executing precise layout tasks in the field. As a result, they have frequently been labeled as “surveyors” by default. However, according to UCA 58-22-102(9), and Utah Department of Professional Licensing R156-22-102(4) their work more closely aligns with the definition of engineering surveying, which includes activities required to support the sound conception, planning, design, construction, maintenance and operation of engineered projects — not the professional land surveying work, defined in UCA58-22-102(12) requiring a professional license. This distinction is critical for protecting the public and maintaining professional accountability. These trends have real consequences — not only for the profession, but for the public who depend on licensed land surveyors for accurate and legally defensible work. Why It Matters Just as the misuse of the title “engineer” is prohibited to preserve trust, expertise and legal accountability, the terms “surveyor” and “land surveyor” should be held to similar standards. Improper or unlicensed surveying work can lead to costly boundary disputes, construction errors or title issues. These issues often escalate quickly into legal conflicts requiring attorneys and courts to resolve. Moreover, licensed surveyors have a responsibility to public welfare, much like engineers or architects. Diluting the title weakens the public perception of these responsibilities, contributing to a common misunderstanding. The public often only sees field crews or technicians and assumes that their work encompasses all aspects of surveying, without recognizing the legal, mathematical, and boundary expertise required of licensed professionals. It is important to acknowledge that construction layout technicians and survey technicians play an essential role in our industry. These positions demand technical skill, attention to detail, and proficiency in advanced equipment. However, without proper context, the public may assume these individuals carry the legal authority of a professional land surveyor. We can help the public and related professions understand the distinction, while respecting the role of each person. While these issues carry serious implications, they also present an opportunity to strengthen the profession through clearer communication and improved collaboration. Professional Collaboration This effort to protect the professional title “surveyor” should be viewed not as a critique, but as an opportunity to educate and elevate. Field crew personnel, layout specialists and others are vital to our projects — they bring the data and accuracy that fuel our decisions. Their skills form the backbone of field operations. However, the legal authority to determine boundaries, resolve encroachments and certify surveys lies solely with licensed professional land surveyors. Most technicians, through no fault of their own, operate without formal training in boundary law or the legal frameworks governing property rights. Often, they are unaware of the liability exposure involved in tasks that appear straightforward but carry serious consequences. Our goal should be to foster collaboration, mentorship and growth — encouraging technicians to develop and advance, while maintaining a clear distinction that protects the public and supports the integrity of our profession. Even though technicians are highly capable and essential in field operations, they may be unaware of the difference and operate without professional oversight in matters involving boundary determinations or the legal elements involved in land surveying. With guidance from licensed professionals, technicians can become aware of the critical legal and professional responsibilities that lie beyond their scope. Building on this collaborative foundation, several practical steps can help restore clarity and strengthen public understanding. We have a timely opportunity — both as individuals and through our professional organizations — to reinforce the true meaning and responsibilities of the professional land surveyor. UCLS Foresights 8
“ “ What Can Be Done? 1. Educate the Public ˚ Licensed professional land surveyors should actively engage in community outreach — through school visits, public forums and city planning meetings — to explain the role of a licensed surveyor. Be an active member of your local, state and regional professional organizations. ˚ Use simple brochures or handouts that clarify distinctions between titles like “field surveyor,” “survey technician,” or “construction layout technician” versus a licensed “professional land surveyor.” ˚ Promote awareness of the NSPS Certified Survey Technician (CST) program, which provides clear structure and credentialing for technician roles, ensuring terminology is used consistently and appropriately. ˚ Highlight how surrounding states (e.g., Arizona, Colorado, Nevada) define and enforce use of the title “surveyor” to inform and strengthen Utah’s legislative strategy. 2. Use the Correct Title ˚ Insist on using the full title “professional land surveyor” (PLS) in all business cards, websites and proposals. ˚ Encourage firms to clarify distinctions between licensed professionals and support personnel in marketing, organizational charts and correct titles in job postings. ˚ Work within your organizations to use proper titles for field, office and licensed personnel. 3. Support Legislative Protection ˚ Work with the Legislative Committee to present a unified professional voice and explore legislative options that would restrict the use of the term This effort to protect the professional title “surveyor” should be viewed not as a critique, but as an opportunity to educate and elevate. “surveyor” to licensed individuals or require clear disclaimers when used to describe unlicensed personnel. 4. Be Proactive in the Field ˚ When coordinating with contractors or engineers, assert your role as a licensed professional and highlight the legal significance of your work. ˚ Provide clients with references to UCA 58-22 to justify the need for professional services and proper oversight of the field technicians. ˚ Technicians interested in advancement are encouraged to look into the either the NSPS CST program or state licensure pathways to grow professionally. Closing Thoughts The title “surveyor and/or land surveyor” should be honored and respected. Once earned, it reflects a higher level of knowledge, technical expertise and professional responsibility. It should not be confused with job functions or tool proficiency. As professionals and guardians of public trust, we should work to protect and elevate this title, not just for our own recognition, but to ensure the safety and legal integrity of every project we touch. As noted in a recent post by the National Society of Professional Surveyors (NSPS), licensure is the cornerstone of professional responsibility, it is what defines accountability, authority and the ethical duty to serve and protect the public. This distinction should be recognized and reinforced across all sectors that engage with our surveying profession. Let’s work together to honor, protect and uphold the profession. A “surveyor” is not just someone with a tripod and a tablet — it is someone who is licensed, accountable and a true professional. References Utah Code Annotated Title 58 Chapter 22: https://le.utah.gov/xcode/ Title58/Chapter22/58-22.html Utah DOPL – Professional Land Surveyor Licensing: https://dopl.utah.gov/engineering/apply-for-a-license/ professional-land-surveyor/ Utah Department of Professional Licensing: https://adminrules.utah.gov/public/rule/R156-22/Current%20Rules? National Society of Professional Surveyors (NSPS), “Licensure: The Cornerstone of Professional Responsibility.” LinkedIn Post, June 2024. https://www.linkedin.com/posts/ national-society-of-professional-surveyors_licensure-the- cornerstone-of-professional-activity-7341419631170990080-912I UCLS Foresights 9
2026 Joint Survey Conference Coming in March Planning for the 2026 Western Regional Survey Conference is underway, and momentum is building for what promises to be a standout event. Scheduled for March 18-21, 2026, at the Horseshoe Casino in Las Vegas, Nevada, the conference will bring together professionals from across the region for four packed days of education, networking and celebration of the surveying profession. Hosted jointly by the Alaska Society of Professional Land Surveyors (ASPLS), Arizona Professional Land Surveyors (APLS), California Land Surveyors Association (CLSA), Nevada Association of Land Surveyors (NALS), New Mexico Professional Surveyors (NMPS), Utah Council of Land Surveyors (UCLS), Professional Land Surveyors of Wyoming (PLSW) and Western Federation of Professional Surveyors (WFPS), the Western Regional Survey Conference will feature four educational tracts, offering a wide range of topics tailored to both seasoned professionals and emerging voices in the field. Keynote speakers will include Kris Kline, Gary Kent, Garrett Smelker and Logan Campbell, each bringing unique insights and expertise. CFeds training with Glen Thurow has also been confirmed, providing a valuable opportunity for attendees who missed the session in 2025. The event will also host a North Arrow competition and an ALTA/NSPS competition, with details forthcoming to allow participants ample time to prepare. The conference committee is currently finalizing details, and input from state boards is helping to shape the agenda. The initial schedule is expected to be released soon and will be posted on www.ucls.org to help attendees plan their experience.
Conference Committee Report Planning for the 2026 joint conference has been underway since May, with the committee making steady progress. The schedule is nearly finalized, pending a few final confirmations. CFeds training with Glen Thurow has been secured. The conference will feature four tracts and a diverse set of topics, with keynote speakers including Kris Kline, Gary Kent, Garrett Smelker and Logan Campbell. The schedule will be posted on www.ucls.org. One item raised at our last meeting was whether to include time for a Board Registration Update. Other states have expressed interest in having that on the agenda, and I’d like to hear the board’s thoughts on whether we want to be a part of that as well. Time will be set aside for awards during one lunch, and there will also be a North Arrow competition and an ALTA/NSPS competition. I’m serving on the committee for the competitions and will distribute details soon so participants can begin preparing. As more updates come in, I’ll continue to share information with the board to keep everyone in the loop. BY SEAN IRELAND, UCLS UCLS Foresights 11
Professional Services Agreement BY DARRYL FENN, STATE CHAIR, UCLS Establishing a comprehensive and well-constructed Agreement, commonly known as a contract, is vital in professional and legal interactions. Such Agreements serve as the foundation for clear, enforceable arrangements that withstand legal scrutiny, protecting the interests of all involved parties. They facilitate mutual understanding, define responsibilities and streamline dispute resolution processes, which are essential for maintaining professional integrity and operational efficiency. The Utah Council of Land Surveying (UCLS) emphasizes the importance of standardized contractual documentation within the surveying community. To address issues related to inconsistent or absent formal Agreements, UCLS is developing a Professional Services Agreement tailored specifically for surveying professionals. This initiative involves collaboration with legal experts and insurance providers to ensure the Agreement’s robustness and legal compliance. Once finalized, it will be accessible via the UCLS website, providing a valuable resource for professionals seeking to formalize their contractual relationships. Adopting a standardized Agreement offers numerous benefits, including enhanced clarity, risk mitigation and stronger professional relationships. A well-drafted Agreement minimizes ambiguities, clearly articulates the scope of work and delineates responsibilities, thereby reducing misunderstandings and disputes. It also acts as a legal safeguard, limiting liabilities and providing a framework for conflict resolution through procedures such as arbitration or mediation. Advantages of a Clear and Defensible Agreement 1. Minimizing Legal and Financial Risks Comprehensive Agreements help prevent costly legal disputes by explicitly documenting obligations and intentions. This clarity provides a solid foundation for legal enforcement if necessary, reducing misunderstandings. 2. Defining and Limiting Liability Explicit responsibilities and obligations help limit potential liabilities, protecting assets and fostering secure relationships with clients, vendors and partners. Clear liability clauses are essential for effective risk management. 3. Preventing Misunderstandings Written Agreements serve as formal records of mutually agreed-upon terms, reducing reliance on memory and decreasing disputes. Clear articulation of terms promotes mutual understanding and alignment among all parties. 4. Providing a Roadmap for Dispute Resolution A well-drafted Agreement can specify procedures for resolving conflicts, such as arbitration, which is often more cost-effective and efficient than litigation. This proactive approach ensures smoother conflict management. 5. Serving as an Authoritative Reference Agreements delineate responsibilities, deadlines and conditions, acting as a definitive guide for project execution and management. They provide clarity and accountability throughout the project lifecycle. UCLS Foresights 12
6. Reinforcing Commitment Securing a signed, legally binding document emphasizes the seriousness of the Agreement, fostering professionalism and trustworthiness beyond informal arrangements like handshake deals. 7. Enhancing Financial Planning Agreements enable organizations to project cash flows accurately, supporting effective financial management and strategic planning. They facilitate budget adherence and financial stability. 8. Centralizing Agreement Information Tools such as contract lifecycle management (CLM) software facilitate tracking from initiation to completion, maintaining a centralized repository of terms, versions and obligations. This ensures compliance and provides an audit trail for accountability. 9. Fostering Strong Business Relationships Clear, professional Agreements lay the foundation for effective, transparent and accountable partnerships. They reduce conflicts and encourage long-term collaboration, vital for sustained business success. 10. Projecting a Professional Image Having well-drafted Agreements demonstrates professionalism, reliability and commitment to quality, enhancing reputation and trustworthiness in the industry. In conclusion, developing and adopting standardized, comprehensive Agreements is essential for reducing risks, fostering professionalism, and ensuring project and partnership success. These Agreements are strategic tools that support sustainable growth and trust across industries, emphasizing their importance beyond mere legal formalities. Stay tuned, and I will let you know when the Professional Services Agreement is available. UCLS Foresights 13
Legislative Committee Report BY TRENT R. WILLIAMS, PLS, LEGISLATIVE COMMITTEE CHAIRMAN, UCLS The UCLS Legislative Committee has been meeting monthly and continues to track the changes to boundary line adjustments and boundary line establishments. There are reports that title companies and some county recorders are experiencing difficulties in recording documents. We ask the membership to report any issues to us so we can work with the land use authority to further train or support anyone experiencing problems. We are continuing to discuss and plan for changes in education and licensing requirements after the passage of HB 160. Rep. Gricius, who sponsored the bill, is willing to work with the UCLS to update the language if needed and has opened a file for us to present a bill in the future. The committee recently sent out a survey to gauge the opinions of its members, and the preliminary results are featured on page 16. Sean Fernandez has been working with UGIC and others in UCLS on a new state plane coordinate system. He spoke in recent meetings about updated language and his efforts to open a file and find a sponsor for the bill. The proposed legislation would modify provisions in Title 57, Chapter 10, by updating references to coordinate systems and datums to align with the National Spatial Reference System (NSRS) and the State Plane Coordinate System of 2022 (SPCS 2022). Finally, Anthony Canto continues to report on the Utah Association of Counties (UAC) movement to require surveyors for each county. UAC is taking the lead on this effort, while the committee is in favor and offers its support. UCLS Foresights 14
UCLS Members Weigh in on PLS Licensing Requirements UCLS asked its membership to weigh in on Utah’s current requirements for licensure as a public land surveyor (PLS). The insights gained from the survey results will inform discussions and decisions regarding the future of professional land surveying education and licensing in Utah. Key Takeaways 1. Current Licensing Requirements Are Generally Accepted: ˚ Most respondents (49 out of 61) believe that Utah’s current licensing requirements for PLS are “about right.” ˚ A smaller proportion of respondents found the requirements either “too strict” (5 responses) or “too lenient” (4 responses). 2. Preference for Associate’s Degree and 4 Years of Experience: ˚ Most respondents (36 out of 61) suggest an “associate’s degree in surveying or related field” as the minimum education level. ˚ The most recommended duration for supervised experience is “4 years” (42 out of 61 responses). 3. Balanced Approach for the Future of Surveying: ˚ An overwhelming majority of respondents (43 out of 61) favor a “balanced combination of both” practical field experience and higher education for the future of surveying in Utah. ˚ “Stronger emphasis on practical field experience” was the second most popular choice, with 15 responses. UCLS Foresights 15
Further Insights • Perception of Current Licensing Requirements: The survey indicates general satisfaction with the existing licensing requirements, suggesting that the current standards are perceived as appropriate by most professionals. • Required Minimum Education Level for Licensure: While an associate’s degree is the most popular choice, a significant number of respondents also support a bachelor’s degree, indicating a desire for a solid educational foundation. • Required Years of Supervised Experience: The strong preference for 4 years of supervised experience suggests a belief that practical, hands-on experience is crucial for licensure. • Importance of Aligning Licensing Standards with Other States: While “somewhat important” was the most common response, a notable portion of respondents also found alignment “very important,” highlighting a moderate to strong interest in consistency across states. • Best Approach for the Future of Surveying in Utah: The strong preference for a “balanced combination of both” practical field experience and higher education suggests a desire for a holistic approach to professional development that integrates both academic knowledge and real-world skills. UCLS Foresights 16
Salary Sector Responses % Private Sector 25 86% Salary Years Responses % Public Sector 4 14% Not Licensed 25 86% Private Sector 27 79% Less than 10 Years 0 0% Public Sector 7 21% 10-20 Years 0 0% Private Sector 24 80% 20-30 Years 0 0% Public Sector 6 20% More than 30 Years 4 14% Private Sector 22 76% Not Licensed 8 24% Public Sector 7 24% Less than 10 Years 15 44% Salary Size Responses % Private Sector 10 77% 10-20 Years 6 18% 1-4 Employees 3 10% Public Sector 3 23% 20-30 Years 4 12% 5-24 Employees 12 41% Private Sector 9 90% More than 30 Years 1 3% 25-54 Employees 3 10% Public Sector 1 10% Not Licensed 2 7% More than 55 Employees 11 38% Private Sector 3 75% Less than 10 Years 10 33% 1-4 Employees 2 6% Public Sector 1 25% 10-20 Years 10 33% 5-24 Employees 17 50% Private Sector 5 100% 20-30 Years 7 23% 25-54 Employees 2 6% Public Sector 0 0% More than 30 Years 1 3% More than 55 Employees 13 38% Not Licensed 2 7% 1-4 Employees 2 7% Less than 10 Years 7 24% 5-24 Employees 8 27% Salary Location Responses % 10-20 Years 14 48% 25-54 Employees 6 20% Office and Field 7 24% 20-30 Years 5 17% More than 55 Employees 14 47% Office 12 41% More than 30 Years 1 3% 1-4 Employees 1 3% Field 10 34% Not Licensed 0 0% 5-24 Employees 5 17% Office and Field 16 47% Less than 10 Years 3 23% 25-54 Employees 2 7% Office 16 47% 10-20 Years 5 38% More than 55 Employees 21 72% Field 2 6% 20-30 Years 4 31% 1-4 Employees 4 31% Office and Field 6 20% More than 30 Years 1 8% 5-24 Employees 0 0% Office 24 80% Not Licensed 0 0% 25-54 Employees 0 0% Field 0 0% Less than 10 Years 0 0% More than 55 Employees 9 69% Office and Field 5 17% 10-20 Years 3 30% 1-4 Employees 0 0% Office 24 83% 20-30 Years 5 50% 5-24 Employees 2 20% Field 0 0% More than 30 Years 2 20% 25-54 Employees 5 50% Office and Field 2 15% Not Licensed 0 0% More than 55 Employees 3 30% Office 11 85% Less than 10 Years 0 0% 1-4 Employees 0 0% Field 0 0% 10-20 Years 0 0% 5-24 Employees 1 25% Office and Field 0 0% 20-30 Years 3 75% 25-54 Employees 1 25% Office 10 100% More than 30 Years 1 25% More than 55 Employees 2 50% Field 0 0% Not Licensed 0 0% 1-4 Employees 1 20% Office and Field 0 0% Less than 10 Years 0 0% 5-24 Employees 1 20% Office 4 100% 10-20 Years 3 60% 25-54 Employees 1 20% Field 0 0% 20-30 Years 1 20% More than 55 Employees 2 40% Office and Field 2 40% More than 30 Years 1 20% Office 3 60% Field 0 0% More than $200,000 Less than $80,000 $80,000-$99,999 $100,000-$119,999 $120,000-$139,999 $140,000-$159,999 $160,000-$179,999 $180,000-$199,999 More than $200,000 SIZE OF COMPANY Less than $80,000 $80,000-$99,999 $100,000-$119,999 $120,000-$139,999 $140,000-$159,999 $160,000-$179,999 $180,000-$199,999 $120,000-$139,999 $140,000-$159,999 $160,000-$179,999 PRIVATE VS PUBLIC OFFICE VS FIELD $180,000-$199,999 More than $200,000 Less than $80,000 $80,000-$99,999 $100,000-$119,999 $180,000-$199,999 More than $200,000 Less than $80,000 $80,000-$99,999 $100,000-$119,999 $120,000-$139,999 $140,000-$159,999 $160,000-$179,999 YEARS OF LICENSURE 2025 SALARY SURVEY UCLS Foresights 17
Rebuilding the Future Why Two-Person Survey Crews Are Essential to Our Profession UCLS Foresights 18
In the wake of the Great Recession and the 2008 housing crisis, the surveying industry across the United States changed almost overnight. Faced with economic uncertainty and shrinking budgets, many firms — including my own — shifted from traditional two-person field crews to solo operators equipped with GPS receivers and robotic total stations. The logic was simple: one person, one vehicle and a smaller payroll. It worked — at least on paper. In hindsight, that cost-cutting pivot came at an enormous price. It weakened one of the most critical foundations of our profession: mentorship. And if we’re honest, it also eroded safety, quality and the pipeline of future surveyors along the way. Safety Is Not Optional Surveying is a boots-on-the-ground profession. Our work takes us to the center of busy roadways, active construction sites and remote terrain. It’s not work designed for solitude. Ask yourself: How safely can a single operator set up on a control monument in the middle of a live roadway, open and clean a monument well, occupy it for a sufficient duration and close it up — all while dodging traffic and watching their back? The honest answer is that they can’t do it safely — not consistently. A second crew member isn’t just helpful; they are a safety lifeline. They provide traffic spotting, equipment handling and situational awareness. They prevent incidents before they happen. No data point or deadline is worth a life, and when it comes to field safety, redundancy saves lives. Mentorship Is How Our Profession Survives Most of us didn’t grow up dreaming of being surveyors. We stumbled into it — fresh out of high school, pounding hubs, clearing brush or chasing section corners in the mountains — and fell in love with the work because someone saw something in us. When we exclusively work in one-person crews, we remove that first rung of the ladder. There’s no seasoned crew chief to show the ropes, explain boundary evidence or model professional field practices. There’s no on-the-job apprenticeship, which is how most of us learned. BY MICHAEL NADEAU, PLS, CFedS, MERIDIAN ENGINEERING INC. UCLS Foresights 19
Tips for Transitioning Back to Two-Person Survey Crews Practical Steps from Meridian Engineering’s Approach 1. Start with Entry-Level Hires Bring on young, motivated candidates at an accessible starting wage (e.g., $20/hour). Look for work ethic and curiosity over technical experience. 2. Pair Them with Strong Mentors Assign each new hire to a seasoned crew chief. Make mentoring part of the chief’s job description — this is not just extra labor, it’s professional development. 3. Use a Six-Month Evaluation Window At six months, sit down and assess: ˚ Do they like the work? ˚ Are they showing aptitude and growth? ˚ If so, reward them with a raise (e.g., to $22/hour) and offer partial tuition support for surveying coursework. 4. Establish a Standard “Crew Rate” Eliminate price choices and adopt a single professional crew rate that supports two-person staffing (typically $200-250/hour, depending on your market). 5. Educate Your Clients on the Value When clients ask about cost, emphasize: ˚ Safer construction sites and roadways ˚ Higher quality data collection ˚ Faster turnaround through teamwork ˚ Better for the future of the profession 6. Celebrate Internal Success Stories Show your team (and your clients) that you are developing tomorrow’s crew chiefs in-house to build loyalty, reputation and recruiting momentum. At Meridian Engineering, we’ve returned to the two-person crew model not just for productivity, but as a deliberate workforce development strategy. We hire young technicians right out of high school at $20 per hour, pair them with experienced chiefs and let them get their hands dirty. At the six-month mark, we evaluate: Is there a spark? Do they have the aptitude? If yes, we raise their pay to $22 per hour and offer to cover half of their tuition to pursue formal surveying education. This simple approach has produced loyal, skilled crew members — and future leaders of our company. Professionalism Has a Price Tag Let’s be candid: We are in business to make money. But if we continue charging $120-150 per hour for a solo crew, while cutting out mentorship and safety to make the margins work, we’re undercutting the profession itself. We are not a trade — we are a profession. Professionals invest in training, safety and the future, and that value deserves to be reflected in our billing. Two-person crews justify a higher rate, and clients will pay it when we confidently present the value. Establish a standard crew rate in the $200-250 per hour range (Note: The hourly wages and crew rates referenced in this article reflect current economic conditions along Utah’s Wasatch Front, which may differ from other regions.) More importantly, stop offering a “one-man versus two-man” pricing choice. Set one professional crew rate and stick to it. Ironically, on days when you only send one person, you’ll enjoy the extra margin. On all other days, you’ll be funding safety, the long-term growth of your company and the profession as a whole. Raising the Bar — Together The nationwide shortage of surveyors is no secret. Universities are graduating too few, licensing boards are watching the pipeline shrink and firms are scrambling for qualified crew chiefs. The solution isn’t simply recruiting more people — it’s building them. Business owners, this starts with us. Bringing back two-person crews is about more than doubling headcount. It’s about restoring the safety, mentorship and professionalism that make our field sustainable. Someone once took us under their wing. Now it’s our turn. Let’s raise the bar — together. Michael Nadeau is the president of Meridian Engineering, a full-service surveying and civil engineering firm based in the Salt Lake City metropolitan area. He leads Meridian with a strong focus on mentorship, innovation and community-building. Michael is passionate about cultivating the next generation of surveyors and actively promotes hands-on training and workforce development within the profession. UCLS Foresights 20
Updated Corner Record Guide Now Available The UCLS Standards and Ethics Committee is pleased to announce the release of the updated Corner Record Guide, now available on the UCLS website. This revised guide features new templates, examples and a fillable form, designed to simplify and standardize your monument documentation process. Special thanks to Brock Slaugh (Uintah County) for providing not only a corner record example but also a DWG file, which has been uploaded alongside the guide. You can find both the guide and the template in the Resources section of www.ucls.org, under Standards of Practice. Additional thanks to the county surveyors and contributors who played an important role in reviewing and refining this update, including Brad Park (Salt Lake County), Anthony Canto (Utah County), Ryan Allred (Duchesne County), Michael Draper (Washington County), Randy Miller (U.S. Forest Service) and everyone on the Standards and Ethics Committee. Updating this document has involved numerous discussions — surveyors across the state often have differing opinions about what should be included on a corner record. But with collaboration from our county surveyors, we were able to bring this update across the finish line and deliver a guide document that represents a statewide consensus. As a reminder, Utah State Code §17-73-505 requires surveyors to file a corner record when a monument has materially changed or reestablished, or when a monument lacks a record altogether. Additionally, Utah State Code §17-73-502(5) requires surveyors to notify the county surveyor within five days if a monument is found in need of rehabilitation. Please continue to coordinate with your county surveyor when reestablishing lost or obliterated corners to keep our collective records accurate and up to date throughout the state. To mark this occasion, we highlight a particularly meaningful corner record submitted by UCLS Past Chairman Andy Hubbard. Though not a section corner, it documents a monument set at This Is the Place Heritage Park in conjunction with the 2019 Surveyors Historical Society Annual Conference. Finally set in 2023, it was crafted from a hand-shaped sandstone obelisk with a monument inset at BY MICHAEL NADEAU, PLS, CFedS UCLS BOARD LIAISON TO THE STANDARDS AND ETHICS COMMITTEE the top. The monument will be used to explain solar observations and modern land surveying concepts to thousands of Utah students visiting the park each year. The record is more than a technical filing — it is a testament to Utah’s surveying heritage, honoring one of the earliest global positions determined by the recently arrived pioneers in 1847. UCLS Foresights 21
Surveying in Transition Why Cross-Training May Be the Best Response to Technological Disruption BY JEFF SEARLE, PLS, AVENUE CONSULTANTS The generation of surveyors who saw large field crews and parties is rapidly diminishing. The introduction of technologies like EDM devices has allowed large crews to be reduced to a typical size of three people. The advent of additional technologies such as GPS and robotic total stations has impacted crews even more, creating default one-person crews. We may send people out in pairs for safety reasons, but the fact is that most of the work that used to take many people no longer does. Newer technology continues to impact surveying every year. Drones equipped with various remote sensing payloads are making a significant impact, as their cost is low and the barriers to adoption are minimal. However, even costly equipment that requires specialized training, such as plane- or truck-mounted LiDAR, is also impacting our mapping work. Field work is not the only aspect of surveying that is being impacted by technology; artificial intelligence has the potential to affect many fields, including surveying. There is already software on the market that enables less experienced individuals to create accurate mapping products. AI tools are already in place to speed the creation of surfaces and planimetries from imagery. Most recently, we have seen models trained to compare imagery and LiDAR data simultaneously, enabling the automatic collection of positional and attribute data for linework or symbolized features, such as signs. Fewer people will be needed to complete many office tasks. We can react to these changes in a myriad of ways. We could reject technological advances and keep doing it the way we always have. We could also get so excited about new tools that we overextend ourselves to the point of failure. When we created the surveying group at Avenue Consultants, we knew we had an opportunity to do things differently and perpetuate techniques, traditions and mentoring models that we enjoyed earlier in our careers. We also had the chance to create an environment where, rather than becoming victims of technological disruptions, we could utilize them to create opportunities for our team members. Most surveyors entered the profession in part because it combined a love of being outdoors with office time spent on research and analysis. Most, however, end up within a structure where they effectively “graduate” from field work and enter the world of the office. Typically, this structure is reinforced with pay and responsibility increases. Our discipline group lead at Avenue Consultants, Craig Yates, is one example of a surveyor who has refused to allow himself to be removed entirely from the field and still enjoys getting out on projects nearly every week. While being mindful of budgets, schedules and individual expertise, everyone on our team enjoys some field time, and we reject the philosophy that creates a white/blue collar divide at many firms. As a result, there is a pronounced unity between our team members and the company as a whole. To make that work, we have had to commit to cross-training and being honest with ourselves and each other about where we have expertise and where we need the support and mentorship of others. It means reaching out to friends UCLS Foresights 22
and colleagues for help with tasks we don’t often do ourselves. Over time, this has allowed people to have a diversity of experiences, breaking them out of the roles they’ve been pigeonholed into, so they can spread their wings. We have also leaned into technology, rather than being reluctant to adopt new ways of doing things, and found ways to use it as a force multiplier. We leverage communication platforms like Microsoft Teams to share our expertise, allowing the most available person to provide quick support and instruction regardless of physical distance. Cross-training and interest in technology mean that the threats, and of course, the benefits, of technology are real for our entire team. When considering new technologies like drone-mounted LiDAR, we recognize that all our jobs may be impacted, and we all must adapt. One or two people may take the lead, but we work together to create a plan so that others can learn to utilize the new toys and avoid becoming casualties of automation. While we all have different experiences and expertise, there is always someone else who can do our jobs. This scares some, but the knowledge that our team values us personally, not just our skills, helps prevent burnout. It also gives us the freedom to go on that extended vacation or deal with the pains and tragedies of life, knowing our clients will be taken care of and we have each other’s backs. We believe that our cross-training mentality is key to our mission of creating opportunities for our employees and value for our clients. While technology has reduced the size of field crews, the demand for licensed surveyors who can certify legal documents and oversee complex projects remains strong. The industry is evolving to prioritize skilled technicians who can operate and interpret advanced technology. UCLS Foresights 23
What Are the Benefits of Cross-Training Compared to Specialization? In contrast to specialization’s focused expertise, cross-training offers a more versatile approach by boosting performance, reducing injury risk and increasing engagement across different fields. While specialization focuses on in-depth skills within a narrow area, cross-training offers broader benefits by integrating multiple skills. Increased Versatility and Agility For Employees: Training in multiple roles equips workers with a diverse skill set, allowing them to adapt quickly to evolving demands and making them more valuable assets to an organization. For Organizations: A cross-trained workforce creates a more flexible and agile company, which is better able to respond to changes, adapt to fluctuating workloads and fill unexpected staffing gaps. Reduced Risk of Burnout Engaging in varied tasks breaks up monotony, which can prevent burnout and reenergize workers who might feel stuck in a dead-end job. Enhanced Performance and Skill Cross-training can enhance productivity and efficiency by enabling employees to better understand workflows across various departments. This broader perspective can help them identify bottlenecks and suggest more effective solutions. Improved Engagement and Morale When organizations invest in cross-training, it signals a commitment to employee growth, which can boost morale, increase job satisfaction and foster greater employee retention rates. Stronger Collaboration and Reduced Dependency For Employees: When workers are familiar with roles outside their own, it creates a better understanding of their colleagues’ challenges. This fosters stronger teamwork, improves communication across departments and builds a culture of shared responsibility. For Organizations: Distributing knowledge and capabilities across the workforce, rather than relying on a single specialist, minimizes the risks associated with the departure of a key individual. UCLS Foresights 24
The Western Federation of Professional Surveyors (WFPS) Board of Directors met on Oct. 10, 2025, in Boise, Idaho. The productive meeting showcased the ongoing collaboration between our 13 western states — from shared legislative insights to academic initiatives and professional outreach. As always, WFPS remains a powerful platform where ideas are exchanged, challenges are addressed and the surveying profession is strengthened across state lines. BY MICHAEL NADEAU, PLS, CFedS, DIRECTOR, WFPS WFPS Highlights Occupational Data and Representation WFPS Executive Director Crissy Willson discussed the U.S. Department of Labor’s O*NET occupational data study and the importance of ensuring that the surveying profession is correctly represented in national workforce data. Accurate classification not only affects recognition of our work but also influences how federal and state agencies support educational programs and licensure Western Federation of Professional Surveyors Report UCLS Foresights 25
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