Employee Engagement

Named one of the 2021 Best Places to Work in the federal government

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.


Compared to a Government Engagement Index of 71

Item Text Percent Positive
My supervisor treats me with respect. 92%
Employees in my work unit contribute positively to my agency's performance. 90%
Employees in my work unit meet the needs of our customers. 89.8%
My supervisor listens to what I have to say. 89%
Employees in my work unit produce high quality work. 88.5%
The people I work with cooperate to get the job done. 87.8%

Federal Employee Viewpoint Survey Results

202220212020201920182017, 2016, 2015

What are ERGs?

Employee Resource Groups are voluntary, employee-led groups serving members and organizations within the agency by fostering a diverse, inclusive workplace aligned with organizational mission, values, goals, business practices, and objectives.

Why are ERGs important?

ERGs bring together colleagues who share a common identity, characteristic, or set of interests to create greater inclusion and engagement and provide employees with leadership and development opportunities.

Who can join an ERG?

ERGs are open to all full and part time NCUA employees. Any employee can be a member of any group. ERGs are not specific to regional or central offices.


  • Visibility
  • Mentorship
  • Support and recognition
  • Leadership opportunities
  • Networking opportunities
  • Professional development


  • Business solutions
  • Employee retention
  • Employee engagement
  • Diversity and inclusion
  • Recruitment and outreach
  • Collaboration and innovation

NCUA’s Current Employee Resource Groups

  • APIC (Asian & Pacific Islander and Allies) Asian Pacific Islander Connection
  • CULTURA (Hispanic/Latino and allies) Creating Unity, Learning to Understand, Recognizing All
  • NCUA Pride (LGBTQ+ and allies) People Recognizing Individual Differences Equally
  • SWAN (Women and allies) Supporting Women at NCUA
  • Umoja (Blacks / African Americans and allies) Unity
  • VANS (Veterans and Allies) Veterans at NCUA Serving
  • NEON (New Employees of NCUA)

ERGs’ Efforts and Initiatives

The NCUA’s employee resource groups reported an extraordinary summary of efforts and initiatives that included career advancement sessions, special presentation on agency’s policies and procedures, and agency wide special events. The agency’s ERGs network continued to evolve while adapting to challenges posed by the COVID-19 pandemic. In 2021, ERGs continued to serve as a bridge connecting group members and other NCUA employees by providing resources, coordinating special presentations, and creating a support system to help navigate the vast changes brought about by the pandemic. As of December 2021, ERGs reported 293 employees are members of one or more groups representing 25.4 percent of NCUA employees. The NCUA’s ERGs continue to contribute in meaningful ways to foster a more inclusive work environment for all employees.

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 a diversity and inclusion industry best practice.

Matt Pavlick
“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

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