Should Los Angeles Department of Water and Power Look Within for New Leadership?
The resignation of Janisse Quiñones as head of the Los Angeles Department of Water and Power (LADWP) has sparked debate over the best path forward for the nation’s largest municipal utility. While the search for a replacement begins, a call for internal candidates is gaining traction, echoing a practice employed by the DWP for decades. The argument, as voiced by long-time DWP employee Yolanda H. Lickson, centers on the value of institutional knowledge and a vested interest in the long-term success of the utility, contrasting it with the perceived transient nature of outside hires.
The LADWP is a critical infrastructure provider, delivering an average of 435 million gallons of water per day and boasting 8,100 megawatts of electric generating capacity to over four million residents across Los Angeles and surrounding communities. Founded in 1902 to address the growing water needs of the city, the department expanded into electricity generation in 1917. Its sheer size and importance to the region make the selection of its general manager a pivotal decision, one that extends beyond simply finding a qualified administrator.
A History of Internal Promotion
Lickson’s perspective, rooted in 34 years of experience with the DWP, highlights a historical precedent within the organization. She recalls a system where successive general managers were promoted from within, often alternating between leadership roles focused on water and power. This approach, she argues, fostered a deep understanding of the DWP’s complex operations and a commitment to its enduring mission. The practice, according to Lickson, ensured that leaders possessed a thorough grasp of the department’s inner workings and a genuine stake in its continued success.
This emphasis on internal promotion isn’t merely about familiarity with procedures. It’s about cultivating a leadership pipeline where individuals grow alongside the organization, developing a sense of ownership and responsibility. Such leaders, Lickson contends, are more likely to prioritize the long-term health of the DWP over short-term gains or personal prestige. The argument suggests that an outsider, while potentially bringing fresh perspectives, may lack the ingrained understanding necessary to navigate the unique challenges and constraints of a public utility governed by city charter and specific regulations.
The Concerns with Outsider Hires
Lickson’s critique of external candidates centers on the perception that they are primarily motivated by salary and status. She suggests that these individuals may view the DWP as a stepping stone rather than a long-term commitment, potentially leading to instability and a lack of continuity in leadership. She posits that outsiders may attempt to impose business-centric models on an organization fundamentally different from a private enterprise.
The LADWP operates under a unique set of constraints dictated by the Los Angeles City Charter, as well as various policies and regulations. These guidelines differ significantly from those governing private businesses, requiring a leader who understands and respects the specific legal and political landscape in which the DWP operates. An outsider unfamiliar with these nuances, Lickson implies, could struggle to effectively manage the department and fulfill its public service obligations.
The Importance of Institutional Knowledge
The value of institutional knowledge within a complex organization like the LADWP cannot be overstated. The department’s operations are deeply intertwined with the history and infrastructure of Los Angeles, requiring a leader who understands the city’s water and power systems, its political dynamics, and its long-term needs. Internal candidates, having risen through the ranks, are more likely to possess this crucial understanding.
The LADWP’s website details a range of programs and rebates aimed at improving service and promoting sustainability, including Level Pay billing, turf replacement programs, and initiatives to expand solar energy access. These programs, and others like the Low Income Home Energy Assistance Program (LIHEAP) and Cool LA, require a nuanced understanding of the community’s needs and the department’s capabilities – knowledge that is more readily available to those who have spent years working within the system.
Recent Leadership Changes and the Current Landscape
The recent resignation of Janisse Quiñones follows a period of scrutiny and challenges for the LADWP. As reported on March 4, 2026, by the Los Angeles Times, Quiñones stepped down amidst ongoing concerns about the department’s response to climate change and its efforts to modernize its infrastructure. The timing of her departure underscores the urgency of finding a capable and committed leader to steer the DWP through these critical challenges.
The LADWP currently employs approximately 11,000 people and manages an annual budget of $6.1 billion (fiscal year 2017/2018), according to Wikipedia. This scale of operation demands a leader with not only technical expertise but as well strong management skills and a deep understanding of public administration. The question remains whether those qualities are best found within the existing ranks or through an external search.
The City’s Role and Future Considerations
the decision of whether to prioritize internal candidates rests with the City of Los Angeles. The city charter outlines the process for selecting the DWP’s general manager, and the mayor and city council will play a crucial role in shaping the future of the department. The debate over internal versus external candidates highlights a fundamental tension between the desire for fresh perspectives and the value of institutional knowledge.
As Los Angeles confronts the escalating challenges of climate change, water scarcity, and aging infrastructure, the leadership of the LADWP will be more critical than ever. A leader who understands the department’s history, its operations, and its commitment to serving the public will be essential to navigating these complex issues and ensuring a sustainable future for the city.
The City of Los Angeles has not yet announced a timeline for the selection of a new general manager. Further updates on the search process will be available on the LADWP website and through official city channels. The coming months will be crucial in determining the future direction of this vital public utility.
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