Natasha France
Amplify EnergyAbout Natasha France
Amplify Energy appointed Natasha France, age 41, as Vice President and Chief Accounting Officer effective November 14, 2025. She has eight years at Amplify across financial reporting roles (Lead Financial Reporting Specialist → Financial Reporting Manager → Assistant Controller) after starting her career in public accounting with KPMG LLP; she holds a BBA in Accounting and Business Administration from Bloomsburg University of Pennsylvania and is a CPA in Pennsylvania (member of the Texas Society of CPAs) . In connection with her appointment, her compensation includes a $220,000 base salary, STIP target of 40% of base, and LTIP target of 60% of base; she participates in executive officer plans alongside peers . Company-wide incentive design emphasizes quantitative performance (free cash flow, production, cost control, ESG) and multi‑year equity (PSUs/RSUs), with anti‑hedging/anti‑pledging, ownership guidelines, and a Dodd‑Frank compliant clawback in place .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Amplify Energy | Vice President & Chief Accounting Officer | Appointed Nov 14, 2025 | Leads accounting/controls; executive officer eligibility for STIP/LTIP |
| Amplify Energy | Assistant Controller | May 2022 – Nov 2025 | Oversight of accounting close and reporting processes |
| Amplify Energy | Financial Reporting Manager | Dec 2017 – May 2022 | Financial reporting management |
| Amplify Energy | Lead Financial Reporting Specialist | May 2017 – Dec 2017 | Financial reporting support |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| KPMG LLP | Public Accounting (early career) | Not disclosed | Foundation in audit/accounting best practices |
Fixed Compensation
| Component | Detail | Amount/Level | Notes |
|---|---|---|---|
| Base Salary | Annual | $220,000 | Effective with appointment |
| Target Bonus (STIP) | % of Base | 40% | Eligible under Company STIP for similarly situated executive officers |
| Benefits/Plans | Eligibility | Executive compensation and benefit plans | Standard eligibility for executive officers |
Performance Compensation
Company STIP Design (FY 2024 reference for executive officers)
| Performance Metric | Weight | Threshold | Target | Maximum | Actual Performance Outcome |
|---|---|---|---|---|---|
| Reported free cash flow ($MM) | 30% | $10.0 | $24.3 | $38.6 | 31.3% |
| Avg daily production (oil) (Mboe/d) | 20% | 6.8 | 8.5 | 10.2 | 19.1% |
| Avg daily production (gas/NGLs) (Mboe/d) | 5% | 9.2 | 11.5 | 13.7 | 4.7% |
| LOE and capex ($MM) | 20% | $220.0 | $196.0 | $172.0 | 14.9% |
| Cash G&A ($MM) | 10% | $30.0 | $27.0 | $24.0 | 10.2% |
| ESG – TRIR (3‑yr avg improvement) (#) | 5% | 1.9 | 1.1 | 0.3 | 7.2% |
| ESG – Spill rate (3‑yr avg improvement) (#) | 5% | 33.0 | 22.0 | 11.0 | 7.1% |
| ESG – Strategy (%) | 5% | — | 5% | — | 5.0% |
- Committee assessment yielded 99.5% of target payout for 2024 STIP, with an additional 5.5% upward discretion for NEOs to recognize strategic/operational progress (illustrates pay-for-performance framework used for executives) .
LTIP Structure and Vesting (Company-wide plan design)
| Element | Structure | Vesting/Measurement |
|---|---|---|
| PSUs | Relative TSR over a 3‑year performance period; negative absolute TSR caps payout at 100% | Cliff vesting at end of 3 years, based on relative TSR; subject to continued employment |
| RSUs | Time-based | Vest ratably over 3 years, subject to continued employment |
| Ms. France Target LTIP | Target award level as % of base | 60% of base salary |
Note: The tables above reflect Company executive plan design and FY 2024 metrics. Ms. France will participate in the STIP/LTIP going forward per her targets; specific individual awards/metrics for her initial participation were not disclosed .
Equity Ownership & Alignment
- Anti‑hedging and anti‑pledging: Employees and directors are prohibited from hedging or pledging Company equity without special approval; margin accounts and speculative transactions are barred, reducing misalignment and forced‑sale risk .
- Stock ownership guidelines: Executive officers must hold shares equal to a multiple of base salary, with a 5‑year compliance window; specified examples include CEO at 3x base salary and Senior Vice Presidents at 2x base salary; non‑employee directors at 4x cash retainer. Officers are in compliance or on track, subject to transition periods .
- Clawback policy: Dodd‑Frank/NYSE‑compliant recoupment policy applies to incentive‑based compensation for current/former executive officers upon a required accounting restatement (3 prior completed fiscal years) .
Employment Terms
| Topic | Disclosure |
|---|---|
| Appointment date and position | Appointed VP & Chief Accounting Officer effective November 14, 2025 |
| Compensation terms at appointment | Base salary $220,000; STIP target 40% of base; LTIP target 60% of base; eligible for executive plans and benefits |
| Arrangements/related parties | Not appointed pursuant to any arrangement/understanding; no transactions reportable under Item 404(a) |
| Ownership/pledging | Subject to anti‑hedging/anti‑pledging policy; ownership guidelines with 5‑year compliance window |
| Severance/CIC (plan-level reference) | Company discloses NEO agreements (not specific to Ms. France): “Good Leaver” severance equals 2x base salary (non‑CIC) and 2x (base + target bonus) within 18 months post‑CIC; RSUs fully accelerate; PSUs pro‑rated or paid at greater of actual-to-date vs target per award terms . |
No individual employment agreement or severance schedule for Ms. France was disclosed beyond plan eligibility; Company‑level plan and policy terms are shown for context .
Say‑on‑Pay and Shareholder Feedback (context)
- 2025 say‑on‑pay result: For 18,032,968; Against 3,353,839; Abstain 232,454; Broker non‑votes 9,845,940, indicating approval of the Company’s executive pay program .
Investment Implications
- Pay-for-performance alignment: Ms. France’s package embeds at‑risk pay via a 40% STIP and 60% LTIP target. The Company’s STIP is 100% quantitative (FCF, production, LOE/capex, G&A, ESG), and LTIP uses 3‑year relative TSR PSUs plus 3‑year RSUs, aligning her incentives with cash generation, disciplined cost control, safety/ESG, and multi‑year shareholder returns .
- Selling pressure and retention: Anti‑hedging/pledging materially reduces forced‑sale risk; multi‑year RSU/PSU vesting staggers potential supply events. Ownership guidelines require accumulation over five years, supporting alignment but also creating eventual buying demand by executives working toward compliance .
- Governance risk mitigants: Clawback policy covers incentive pay post‑restatement; absence of related‑party arrangements upon appointment lowers conflict risk. 2025 say‑on‑pay support signals investor acceptance of the broader executive pay framework Ms. France will operate under .
- Unknowns to monitor: Initial equity grant sizing/timing and any individual severance/CIC terms were not disclosed in the appointment 8‑K; watch subsequent proxy/award agreements and Section 16 filings for grant dates, vesting schedules, and any insider transactions (to gauge potential near‑term selling pressure around vest dates) .
= AMPY 8‑K (Item 5.02) filed Nov 14, 2025
, –, –, , , = AMPY DEF 14A filed May 23, 2025
= AMPY 8‑K (Item 5.07) filed Jun 13, 2025