Employee Engagement

The NCUA is one of the Top 10 Places to Work in the Federal Government for midsized agencies.

Federal Employee Viewpoint Survey

The Federal Employee Viewpoint Survey (FEVS) is an annual survey administered by the U.S. Office of Personnel Management (OPM). It is a tool that measures Federal Government employees' perceptions of whether, and to what extent, conditions characterizing successful organizations are present in their agencies.

Overall Employee Engagement score was 80%

Compared to a Government-wide Engagement score of 73%

Item Text	Percent Positive
Item Text I know how my work relates to the agency's goals.	Percent Positive 90.7%
Item Text My supervisor treats me with respect.	Percent Positive 89.5%
Item Text Supervisors in my work unit support employee development.	Percent Positive 86.6%
Item Text My supervisor listens to what I have to say.	Percent Positive 86.5%
Item Text I know what is expected of me on the job.	Percent Positive 86.5%
Item Text Overall, how good a job do you feel is being done by your immediate supervisor?	Percent Positive 85.2%

Federal Employee Viewpoint Survey Results

2024 (Opens new window) , 2023 (Opens new window) , 2022 (Opens new window) , 2021 (Opens new window) , 2020 (Opens new window) , 2019 (Opens new window) , 2018 (Opens new window) , 2017 (Opens new window) , 2016 (Opens new window) , 2015 (Opens new window)

Mentorship Programs

The NCUA’s Office of Minority and Women Inclusion established the agency’s first formal mentorship program in 2016, and it continues to grow and evolve. The NCUA is committed to employee career development and understands that mentorship is an industry best practice.

“I found the NCUA mentoring program instrumental in my career development. Prior to joining the program, I had been a Problem Case Officer (PCO) in the Eastern Region. I had been in the role for five years and found the job to be rewarding and challenging. I was ready for a change and a workstyle that better suited my needs.

I decided to join the NCUA mentorship program and was matched with a perfect mentor, Dennis Farmer. We had similar backgrounds and work experiences. Dennis not only provided expert advice, but he also provided me invaluable networking opportunities. My mentor and the overall mentoring program were instrumental in my advancement. I was selected for the Director of Special Actions position. I consider my selection as DSA not only a major professional achievement, but also proof that the NCUA mentorship program continues to pay dividends to both mentors and mentees.”

— Matt Pavlick, Director of Special Actions