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John J. Christmann IV

CEO at APA
Board
Since 2024
Age
57 years
Education
Holds a degree from the University of Texas.
Tenure
Joined APA in 1997 and progressed through roles including Production Manager, Vice President for Business Development, Region Vice President, and Executive Vice President and Chief Operating Officer before becoming CEO in 2015 and resuming the CEO role in 2024.

Also at APA

DCB
D. Clay Bretches
EVP, Operations
RAH
Rebecca A. Hoyt
SVP, Chief Accounting Officer
SJR
Stephen J. Riney
President and CFO

About

John J. Christmann IV has established a notable presence in the oil and gas industry, demonstrating a blend of deep industry expertise and strong leadership. His early career laid the foundation for a trajectory marked by progressive responsibility and operational excellence.

Since joining APA in 1997, he has steadily advanced through various management positions, developing comprehensive operational knowledge and strategic insight. His roles have spanned from managing production on the Gulf Coast to spearheading business development initiatives, culminating in his appointment as CEO.

In his executive tenure, he has been instrumental in refining APA’s strategic direction, navigating complex market dynamics, and driving value through mergers and acquisitions. His commitment to operational success and community involvement, underscored by his affiliation with the University of Texas MD Anderson Cancer Center, reflects a blend of professional dedication and personal responsibility.

$APA Performance Under John J. Christmann IV

Past Roles

OrganizationRoleDate RangeDetails
APA CorporationExecutive Vice President and Chief Operating Officer, North AmericaN/AFormer role prior to becoming CEO
APA CorporationRegion Vice President, Permian RegionN/AFormer role prior to becoming CEO
APA CorporationVice President, Business DevelopmentN/AFormer role prior to becoming CEO
APA CorporationProduction Manager, Gulf Coast RegionN/AFormer role prior to becoming CEO

Fixed Compensation

Data from  FY 2023
Component NameAmountPayment ScheduleAdditional Details
Base Salary$1,300,000 AnnualFixed annual base salary
Company Contributions to Retirement Plans$43,500 AnnualDefined contribution for retirement
Company Contributions to Non-Qualified Plans$476,838 AnnualNon-qualified plan contributions
Life Insurance Premiums$14,733 AnnualPremiums paid for life insurance
Use of Company Property$34,897 AnnualCompensation for use of company property
Enhanced Long-Term Disability; Annual Physicals$36,331 AnnualIncludes enhanced LTD and annual physicals
Workplace Giving Program$5,000 AnnualDonation/charitable giving component

Performance Compensation

Data from  FY 2023

Annual Incentive Award

MetricValueNotes
Base Salary$1,300,000 Used as the multiplier in the incentive formula
Target Annual Incentive$1,690,000 130% of base salary
Maximum Annual Incentive$3,380,000 200% of the target incentive
Corporate Performance Result146% Based on 80% quantitative metrics and 20% strategic goals
Individual Performance Result100% Evaluated by the MD&C Committee
Actual Payout$2,467,400 Calculated by: Base Salary × Target % × Performance multipliers
VestingN/ACash-based incentive; no vesting applicable

Long-Term Incentive Awards - Performance Shares

MetricThreshold (Shares)Target (Shares)Maximum (Shares)Grant Date Fair Value
TSR7,217 48,114 96,227 $2,990,260
CROIC24,057 48,114 96,227 $2,119,885
Sustainability12,028 24,057 48,114 $1,059,943

Total Grant Date Fair Value of Performance Shares: $6,170,088

Vesting Schedule:

  • Vesting over a three-year performance period covering January 1, 2023 to December 31, 2025 .
  • 50% of the adjusted shares vest upon certification of performance results.
  • The remaining 50% vest on the first trading day on or after the anniversary of the first trading day following the performance period.

Evaluation & Conditions:

  • Awards are contingent on achieving performance conditions tied to corporate metrics (TSR, CROIC, Sustainability) with potential payouts ranging from 0% to 200% of the target award.
  • Performance metrics combine both quantitative and strategic factors to align executive pay with company performance.