Exhibit 10.1

UNITED COMMUNITY FINANCIAL CORP. &

THE HOME SAVINGS AND LOAN COMPANY OF YOUNGSTOWN, OHIO

EXECUTIVE INCENTIVE PLAN

Adopted January 21, 2014

The United Community Financial Corp.’s (the “Company”) Executive Incentive Plan (“EIP”) provides an annual incentive compensation opportunity to certain executive officers, which at the time of adoption of the EIP included Patrick W. Bevack, President and CEO of the Company and the Company’s wholly-owned subsidiary, The Home Savings and Loan Company of Youngstown, Ohio (“Home Savings”), James R. Reske, Treasurer and Chief Financial Officer of the Company and Executive Vice President of Home Savings, Jude J. Nohra, General Counsel and Secretary of the Company and Executive Vice President, Corporate Governance, General Counsel, and Secretary of Home Savings, Matthew T. Garrity, Executive Vice President, Credit Administration and Commercial Lending of Home Savings and Timothy W. Esson, Senior Vice President, Chief Financial Officer and Treasurer of Home Savings. Executive incentive award payouts are based upon the actual performance of the Company for a given year by comparing the 12 months ended September 30 to the actual performance of the peer group (see below) during the same 12 month period, or by comparing actual performance results for the fiscal year to annual budget goals See the “Weightings” table below.

Target Award Opportunities and Form of Payout :

Each participant has a target EIP opportunity, defined as a percentage of base salary as follows: 50% of base salary for Mr. Bevack, and 40% for Messrs. Esson, Garrity, Nohra and Reske. Following the end of the calendar year, the Compensation Committee will certify performance results relative to goals and determine the earned EIP award. Eighty percent (80%) of the earned EIP award will be paid in cash as soon as practicable, and the remaining twenty percent (20%) will be paid in restricted shares. The restricted stock awards will be awarded under the Amended and Restated United Community Financial Corp. 2007 Long-Term Incentive Plan and vest equally over three years, beginning on the first anniversary of the award.

Net Income Trigger :

In order for any awards to be made under the EIP for a calendar year’s performance, the Company must report positive net income for the fiscal year, calculated in accordance with GAAP, but adjusted to exclude the effect of extraordinary items. If this trigger is met, incentive awards will be calculated as described below.

Performance Measures, Weightings, Goals, and Payout Calibration :

The Compensation Committee has identified six financial performance measures that are aligned with the Company’s goals. Each of the six performance measures has a weighting ranging from 10% to 30%. The Company’s results on four of the six measures will be evaluated relative to the peer group. The other measures (Net Income and Net Loan Growth) will be evaluated relative to the Board-approved annual budget.

The Performance-Payout Table below describes the six performance measures, their respective weighting, how performance on each measure will be evaluated (relative to peers or relative to budget) and the goals for threshold performance, target performance and superior performance. Achievement of the target performance goal will result in 100% of target payout for the respective measure, while achievement of the superior performance goal will result in 200% of the target payout for the measure. Performance in between threshold and target, or between target and superior, will be interpolated.

Definitions:

The Committee maintains flexibility and discretion to adjust measure definitions, if such adjustments ensure a better comparison relative to the peer group and most appropriately reflect the goals of the EIP and the Company’s compensation philosophy.

Example EIP calculation :

For example, assume a participant has a base salary of $225,000 and a target EIP opportunity of 40% of salary, or $90,000. Further assume the performance results in the table below. The calculated earned EIP award for this participant would be $95,400.

Other Administrative Guidelines:

The Plan provides that a participant in the Plan must be employed with the Company on the date the award is made (and when the equity portion of the Award vests); otherwise, the participant is not entitled to any award or the unvested equity award.

The Board maintains discretion to amend, modify, terminate or otherwise adjust the Plan as necessary.

Exhibit 10.2

UNITED COMMUNITY FINANCIAL CORP. &

THE HOME SAVINGS AND LOAN COMPANY OF YOUNGSTOWN, OHIO

LONG-TERM INCENTIVE PLAN

Adopted January 21, 2014

The United Community Financial Corp.’s (the “Company”) Long-term Incentive Plan (“LTIP”) provides a long-term incentive compensation opportunity to certain executive officers, whose participation and target award opportunities will be approved by the Compensation Committee of the Board of Directors. Earned awards are contingent upon the actual performance of the Company during a three-year performance period.

Annual Grant and Performance Period:

For the Annual LTIP award, each participant in the LTIP will be granted a target number of Performance Share Units (“PSUs”). Target PSUs will be determined as a percentage of base salary (25% of base salary for Mr. Bevack, and 20% for Messrs. Esson, Garrity, Nohra and Reske), and translated into share units based upon the Company’s average stock price for the 20 trading days prior to the approval of the grant by the Compensation Committee. The Committee shall retain the discretion to adjust the target number of PSUs to each executive.

The performance period for the annual grant for a given year will be from January 1 through December 31 of the third year. For example, the 2014 grant will be from January 1, 2014 through December 31, 2016. Following the end of the performance period, the Compensation Committee will certify performance results relative to goals and determine the earned LTIP award. Any earned award will be paid in unrestricted shares, as soon as practical following certification of results. The shares will be awarded under the Amended and Restated United Community Financial Corp. 2007 Long-Term Incentive Plan, or such other plan as may be adopted by the Board of Directors of the Company and approved by the Company’s shareholders.

The Compensation Committee will review the peer group periodically to determine if any changes are necessary or, in the event one or more of the organizations has been acquired or otherwise is no longer in existence, to add additional organizations. In 2013, the Committee approved three (3) alternative organizations that can be added to the peer group.

Performance Measures, Weightings, Goals, and Payout Calibration :

The Compensation Committee has identified three performance measures that are aligned with the Company’s goals for the 2014 grant covering the 2014-16 performance period, and until changed by the Committee, will be used annually for consecutive performance periods ( e.g ., the 2015-17 period):

The Annual LTIP Performance-Payout Table below describes the three performance measures, their respective weighting, how performance on each measure will be evaluated (relative to peers or relative to plan) and the goals for threshold performance, target performance and superior performance. Achievement of the target performance goal will result in 100% of target payout for the respective measure, while achievement of the superior performance goal will result in 150% of the target payout for the measure. Payouts for performance between threshold and target, or between target and superior, will be interpolated.