Exhibit 10.14



BROADWAY PLAN   DOCUMENT B A N K FEDERAL INCENTIVE COMPENSATION PLAN PURPOSE The purpose of   the Incentive Compensation Plan ("Plan") is to provide a financial   incentive to key exempt employees to improve Broadway Federal Bank's (Bank)   financial performance consistent with safe and sound policies and practices.   Incentives are based on the achievement of board approved annual objectives   consistent with the Bank's long-term goals. ELIGIBLITY Exempt employees of   the Bank are eligible to participate in the Plan. Target award percentages   are based on position and scope of responsibility. Positions at the   non-exempt level do not have target awards. Rather, they are eligible for   one-time exceptional performance awards that can be granted at the end of the   year or at the conclusion of a project. A minimum of three months continuous   service with the Bank is necessary in order to be eligible for an award under   the Plan. PLAN ADMINISTRATION The Compensation Committee of the Board of   Directors ("Committee") administers the Plan, which approves: (1)   plan participants, (2) bonus award levels, (3) Bank and individual objectives   and target performance levels. The Committee also approves final incentive   payout awards for the Senior Executive Officers (SEOs). The CEO of the Bank is   delegated the responsibility for the day-to day administration of the Plan,   the objectives and the awards for eligible employees. PERFORMANCE OBJECTIVES   Awards under the Plan are based on achievement of annual Bank objectives and   individual objectives. The weighting of Bank objectives and individual   objectives for eligible positions is as follows: Approved by Board 02-2019   Bonus Opportunity for: Bank Objectives Individual Objectives Category 1 •CEO   100% 0% Category 2 • SVP/CFO • SVP/CLO • SVP/ CRBO 80% 20% 


    




 










BROADWAY   FEDERALB A N K PLAN DOCUMENT Counsel Manager Manager Bank objectives are   specified in advance of the Plan year by the CEO and approved by the   Compensation Committee and the Board. For purposes of calculating performance   against the objectives for any year, profit (Net Earnings) is after-tax net   income, as shown in Broadway Financial Corporation's (Company) Consolidated   Statement of Income for such year, including an amount equal to the after-tax   charges for awards under this Plan for such year. Individual objectives are   established for each participating employee, depending on annual goals for   the individual's position, and typically include profit performance,   regulatory compliance, cost performance targets, as well as other performance   indicators related to the position (e.g. employee development, teamwork and   quality). Approved by Board 02-2019 Bonus Opportunity for: Bank Objectives   Individual Objectives Category 3 • FVP/ Chief Auditor • FVP/ Controller •   Corporate Secretary/General • 70% 30% Category 4 • VP/ Chief Credit Officer •   VP/Internal Asset Review • Information Technology Manager • VP/Retail   Deposits Operations • VP/Administration & Community Development Manager •   VP/Loan Service Manager 50% 50% Category 5 • VP/Training Manager • AVP/Human   Resources Manager • AVP/BSA Manager 20% 80% 


    




 










BROADWAY   FEDERALB A N K PLAN DOCUMENT THRESHOLDS Thresholds establish minimum   performance to activate the Plan. The minimum financial threshold for   activation of the Plan is 80% of the Board approved Consolidated Net Earnings   (Net Earnings) for the Plan year. Target is 100% of Board approved Net   Earnings and Maximum (cap) is 120% of Board approved Net Earnings. The   minimum regulatory threshold for activation of the Plan is to maintain a   "safety and soundness" examination rating of "3" or   better and the maintenance of an asset quality rating of "3" or   better. FINAL AWARDS Final awards are paid in cash following the end of the   Plan year. Individual employee awards are calculated against the achievement   of Bank and Individual objectives as shown below (as% of base salary). The   current Bonus Opportunity schedule, which shall be updated and approved by   the Compensation Committee on an annual basis, follows Approved by Board   02-2019 Bonus Opportunity for: Minimum (80% of net earninqs) Target (100% of   net earninas) Maximum (120% of net earnings) Category 1 CEO 25% 40% 65%   Category 2 SVP/CFO SVP/CLO SVP/CRBO 20% 35% 50% Category 3 FVP/Chief Auditor,   FVP/Controller FVP/Loan Service Manager VP/Corporate Secretary/General   Counsel 15% 25% 40% Category 4 VP/ Chief Credit Officer VP/Internal Asset   Review Manager VP/Information Technology VP/Retail Deposit Operations Manager   VP/Administration and 10% 20% 30% 


    




 










BROADWAY   FEDERALB A N K PLAN DOCUMENT Sample bonus calculation worksheets are shown on   pages 7-9. TROUBLED ASSET RELIEF PROGRAM PROVISIONS (TARP) SEQs and the   twenty (20) next highest paid employees of the Bank shall meet annually with   the Chairman of the Compensation Committee and state their intent to comply   with the Treasury's regulations concerning "unnecessary and excessive   risk" taking and sign acknowledgement and claim waiver agreements.   Refusal to sign by a SEQ or any designated employee will remove them from   consideration as a Plan Participant. SEOs and the twenty highest paid   employees shall be subject to "clawback" provision that states: In   the case where, due to the restatement of financial statements or the   revision of any criteria underlying the calculation of any SEQs incentive   compensation, which would decrease the SEQ's award for the current year or   any previous year, the Bank shall have the right and obligation to   "clawback", or recapture from each affected SEQ the full amount of   any overpayment. Incentive compensation bonus shall not be paid to the CEO as   long as TARP CPP funds have not been repaid in full. DISCRETIONARY AWARDS As   part of this Plan design, an additional discretionary bonus reserve equal to   10% of the total bonus accrual for the Plan year will be available to   recognize exempt employees who have demonstrated outstanding individual   performance. The minimum award is $500 and the maximum award is $10,000. The   number and amount of discretionary awards will be determined by the number of   eligible employees, the total amount of the bonus reserve, and individual   employee performance. Approved by Board 02-2019 Community Development Manager   Category 5 AVP/ Human Resources Manager VPffraining Manager AVP/BSA Officer   5% 15% 20% 


    




 










BROADWAY PLAN   DOCUMENT FEDERALBA N K Discretionary awards based on individual performance   are available under the Plan, even if threshold minimum net earnings are not   achieved, except for employment categories "1" and "2"   that require board approval. BONUS CONDITIONS The Bank will not make any   bonus or incentive payments if any of the following conditions exist: 1. 2.   The Bank is subject to any adverse corrective regulatory action. The Bank is   less than "Well Capitalized", according to Prompt Corrective Action   Standards. The Bank receives a composite rating of "4" or worse, or   a component rating of "4" or worse for "asset quality" at   any regulatory examination. 3. DEFERRED COMPENSATION PROVISION Participants   can elect to defer up to 100% of the final award. The deferral amount is   credited pursuant to the Board approved Deferred Compensation Plan.   TERMINATION OF EMPLOYMENT Unless determined otherwise by the Committee, a   Participant who terminates employment with the Bank for any reason except   Bank-approved retirement, permanent disability, or death prior to the end of   a year is not eligible to receive a final award for that year. Unless   determined otherwise by the Committee, in the case of Bank-approved   retirement, permanent disability, or death during the year, the eligibility   of the Participant (or the participant's surviving spouse or other   beneficiary in the case of death) to receive an award for that year remains   in effect. In general, awards made in such cases are reduced pro rata based   on the number of months of service during the year. In the event of   competitive activity, failure to cooperate with the Bank or to engage in   conduct inimical to the best interest of the Bank, the Committee may, at its   discretion, remove a participant from the Plan. Approved by Board 02-2019 


    




 










BROADWAY PLAN   DOCUMENT FEDERALBANK DEFINITIONS The "Plan" Incentive Compensation   Plan of Broadway Federal Bank "Participants" All active exempt   employees of Broadway Federal Bank with a minimum of 3 months continuous   service. The "Bank" Broadway Federal Bank The "Committee"   The Compensation/Benefits Committee of the Board of Directors   "Individual Objectives" Individual objectives are established at   the beginning of each annual performance period by each employee and his/her   manager Senior Executive Officer Principal executive officer of the Bank,   Chief Financial Officer,Chief Loan Banking Officer. Officer and the Chief   Retail Approved by Board 02-2019