Tony Lopez
Amplify EnergyAbout Tony Lopez
Tony (Anthony W.) Lopez is Senior Vice President, Engineering and Exploitation at Amplify Energy, serving in this role since August 2019; he previously led Corporate Reserves beginning in June 2018 through the Midstates merger. He holds a B.S. in Petroleum and Natural Gas Engineering from West Virginia University and is an active member of the Society of Petroleum Engineers and the American Association of Petroleum Geologists; he is 44 years old as of the 2025 proxy date and is listed among the Company’s executive officers. At the Company level during 2022–2024, Amplify’s TSR (value of a $100 investment) moved from 182.64 (2022) to 67.46 (2023) to 101.18 (2024), with GAAP net income (in thousands) of $57,875 (2022), $392,750 (2023), and $12,946 (2024), contextualizing the incentive framework under which executives operate .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Amplify Energy | SVP, Engineering & Exploitation | Aug 2019–present | Leads engineering and exploitation across portfolio; executive officer |
| Amplify Energy | VP, Corporate Reserves | Jun 2018–Aug 2019 | Managed corporate reserve reporting ahead of Midstates merger close |
| EnerVest, Ltd. | VP, Acquisitions & Engineering | Apr 2014–Jun 2018 | Oversaw corporate reserve reporting and FP&A; engineering leadership |
| EnerVest, Ltd. | Director, Planning & Analysis | Mar 2012–Apr 2014 | Corporate planning and analysis leadership |
| EnerVest, Ltd. | Manager, Reservoir Engineering (Eastern Division) | Jan 2009–Mar 2012 | Reservoir engineering leadership for Eastern Division assets |
| EnerVest, Ltd. | Asset Engineer (Eastern Division) | Oct 2004–Jan 2009 | Asset engineering responsibilities across Eastern Division |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Society of Petroleum Engineers | Member | n/a | Professional standards and knowledge network |
| American Association of Petroleum Geologists | Member | n/a | Geoscience network supporting subsurface execution |
Fixed Compensation
Note: Lopez is not a Named Executive Officer (NEO) in recent proxies; therefore recent salary/bonus detail is not individually disclosed. Historical 2019 compensation from the 2020 proxy (context only):
| Year | Base Salary ($) | Bonus ($) | Stock Awards ($) | All Other Comp ($) | Total ($) |
|---|---|---|---|---|---|
| 2019 | 258,923 | 90,271 | 6,752 | 25,510 | 381,456 |
Recent Summary Compensation Tables cover CEO, CFO, and COO due to smaller reporting company status; Lopez’s current base salary and target bonus are not separately itemized in 2023–2025 proxies .
Performance Compensation
Company 2024 Annual Incentive Program (AIP) metrics and outcomes (applied to NEOs; the program and weightings describe Company practice for executives broadly):
| Metric | Weight (%) | Threshold | Target | Maximum | Payout Contribution (%) |
|---|---|---|---|---|---|
| Reported free cash flow ($MM) | 30 | $10.0 | $24.3 | $38.6 | 31.3 |
| Average daily production (oil, Mboe/d) | 20 | 6.8 | 8.5 | 10.2 | 19.1 |
| Average daily production (gas/NGLs, Mboe/d) | 5 | 9.2 | 11.5 | 13.7 | 4.7 |
| LOE + Capex ($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 |
- AIP outcome: Committee-calculated payout of 99.5% of target; Committee then exercised upward discretion of +5.5%, resulting in 105% of target for NEOs (companywide measure). The Committee cited Beta development execution, sinking fund renegotiation (≈$7mm reduction/yr), monetization of East Texas acreage, and suspense liability reduction (≈$8.4mm), plus ESG progress, in exercising discretion .
- Long-term incentives: Executives receive PSUs and RSUs under the EIP. For 2024 grants, PSUs (relative TSR over three years; capped at 100% if absolute TSR is negative) and RSUs (ratable over three years). Allocation for non-CEO NEOs in 2024 was 50% PSUs / 50% RSUs; RSU/PSU vesting features apply programmatically across executives .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership (as of May 16, 2025) | 140,421 shares of Common Stock; shown as “<1.0%” of outstanding in the proxy table |
| Shares outstanding reference (for percentage context) | 40,336,579 shares outstanding (proxy basis) |
| Stock ownership guidelines (executives) | SVPs must hold shares equal to 2x base salary; 5-year compliance period from adoption/appointment |
| Compliance status statement | “All officers and non-employee directors are in compliance or are expected to be,” subject to the transition period |
| Anti-hedging/anti-pledging | Company policy prohibits hedging and pledging; any exception requires approval by the Chief Compliance Officer or General Counsel |
Outstanding award details (RSUs/PSUs by grant-date and vesting) are disclosed for NEOs in 2024; Lopez-specific outstanding award schedules are not itemized in the 2025 proxy’s “Outstanding Equity Awards” table (as he is not an NEO) .
Employment Terms
| Term | Lopez-Specific Disclosure | Company Reference (for context) |
|---|---|---|
| Current title | SVP, Engineering & Exploitation | — |
| Start date in current role | August 6, 2019 | — |
| Non-compete / non-solicit | Not individually disclosed for Lopez in recent proxies | NEO employment agreements (effective Nov 1, 2023) include 12-month non-compete/non-solicit post-termination; applies to CEO/CFO/COO (context) |
| Severance (non-CIC) | Not individually disclosed for Lopez in recent proxies | NEO example terms: 2x base salary cash severance, prior-year bonus, pro-rata current-year bonus, up to 12 months COBRA at employee rate (subject to conditions) |
| Severance (CIC + qualifying termination) | Not individually disclosed for Lopez | NEO example terms: 2x (base salary + target bonus), prior-year bonus, pro-rata bonus, 12 months benefits; “best‑net” 280G cutback applies |
| Clawback | Covered executives subject to NYSE/SEC-compliant clawback (incentive compensation tied to financial reporting) | Clawback policy applies per Exhibit 97.1 to 2024 Annual Report |
Investment Implications
- Pay-for-performance alignment and risk posture: Amplify’s incentive program is heavily performance-weighted (PSUs on relative TSR; RSUs three-year ratable), with an explicit cap when absolute TSR is negative and a compliant clawback—factors that tighten alignment and reduce windfall risk. Anti-hedging/pledging and ownership guidelines further align executives, including SVPs like Lopez .
- Vesting cadence and potential selling pressure: While Lopez’s specific vesting schedule is not disclosed in the proxy, company RSUs vest on a three-year ratable basis and PSUs cliff-vest after a three-year relative TSR period; monitoring Form 4 filings around typical annual grant and anniversary dates is advisable to assess near-term supply .
- Retention and contract economics: Lopez’s individual severance/change-in-control terms are not disclosed in recent proxies (unlike NEOs, who have 2x salary and CIC 2x salary+bonus constructs). The absence of disclosed Lopez-specific severance details introduces some uncertainty around retention economics relative to CEO/CFO/COO, but long tenure (since 2019) and equity-holding expectations may mitigate risk .
- Execution context: 2024 AIP outcomes were driven by free cash flow delivery, Beta development plan execution, cost discipline, and ESG improvements—areas integral to Engineering & Exploitation leadership—supporting a 105% payout decision at the Company level for that year .