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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.
NCUA’S 2022 ENGAGEMENT INDEX 76
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
2022, 2021 (opens new window), 2020, 2019 (opens new window), 2018 (opens new window), 2017 (opens new window), 2016 (opens new window), 2015 (opens new window)
NCUA’s Current Employee Resource Groups
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.
“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