About
Founded in 1976 in response to the passage of the California Environmental Quality Act (CEQA), LSA was established to meet the growing need for thoughtful environmental evaluation. Today, LSA is a 100% employee‑owned firm with more than 180 full‑time professionals, offering full‑service environmental and transportation planning consulting across an expanding range of markets and services.
LSA’s reputation for thorough, innovative, and objective work stems from one principle: clients hire people, not companies. Our diverse team of recognized experts builds lasting client relationships through sound decision-making and creative problem-solving across all nine of LSA’s California offices. Every project is led by one of our distinguished Principals who take personal responsibility for delivering quality work on time and within budget—a commitment validated by our long list of valued clients who return to us project after project.
Amy is fully prepared to assume LSA’s CEO position to guide the company into our 50th year of operation. For two decades with LSA, Amy has been integral to the firm’s growth and success. She brings a depth of experience from her previously held management positions at LSA, including Managing Principal of LSA’s Clovis office, Director of LSA’s Noise, Air Quality, and Climate Change services, and as the former Executive Vice President. She’s been extremely effective in her current role of President and Chief Operating Officer, a position she has held for the last 3 years. Amy’s leadership has been instrumental in the company’s recent growth, the result of which has led to historic returns for LSA’s employee-owners.
LSA became 100% employee-owned in 1984, beginning with founder Larry Seeman’s transition of company ownership to staff. Our ESOP reflects a core belief: professionals who build the firm should share in its success. Every employee has a stake in LSA’s performance, creating accountability and alignment across the company. The ESOP anchors our retirement benefits, with profits distributed equitably based on percentage of income—an approach that has helped LSA retain approximately 30% of employees for over 15 years. Employee ownership also ensures generational succession, preserving the firm’s reputation while rewarding those who sustain it.
- Employee-Driven Professional Development Plans
- All-Staff Monthly Meetings
- Continuing Education Reimbursement
- “Brown Bag” Trainings/Meetings
- Annual Salary Review
- Annual and Quarterly Bonus Programs
- Professional Membership Dues
- Mentorship Program
- Annual Holiday Party
- Team Member Recruitment Bonus
- Leadership Academy
- Flexible Schedules (defined by role)
- LSA Team Social Events
- Employee of the Month Recognition