The $52 billion Navy Federal Credit Union in Vienna, Va., said it has been named again to Fortune's  2013 list of “100 Best Companies To Work For.”

This marks Navy Federal's third appearance on the magazine's list, having first been recognized in 2008 and again in 2012.  Navy Federal remains the only credit union ever selected for the list.

“This is an important honor for us. I believe it recognizes the enthusiasm and dedication our employees have for our mission to serve the men and women of the Department of Defense and their families,” said Cutler Dawson, president/CEO at Navy Federal.  “2012 was a record year for us—record growth in new members, loans, deposits and all our member success measures.  But the real story is that we couldn't have done this without the commitment of our employees.  I am so very proud of the entire Navy Federal team.”

In 2012, the Navy Federal workforce grew to over 10,000 employees on its three campuses —Vienna, Va., Winchester, Va. and Pensacola, Fla.—and 229 branches worldwide.

 “We value employees who want to be part of a winning team and will embrace our corporate culture,” continued Dawson. “We return that dedication by providing outstanding training, opportunities for career advancement — and excellent benefits.”

The full list and related stories are available online at Fortune.com and in the Feb. 4 issue of the print magazine.

To pick the 100 Best Companies to Work For, Fortune partners with the Great Place to Work Institute to conduct what it calls the most extensive employee survey in corporate America. Employees at the companies responded to a survey created by the institute, a global research and consulting firm operating in 45 countries around the world.

Two-thirds of a company's score is based on the results of the institute's Trust Index survey, which is sent to a random sample of employees from each company. The survey asks questions related to their attitudes about management's credibility, job satisfaction, and camaraderie.

The other third is based on responses to the institute's Culture Audit, which includes detailed questions about pay and benefit programs and a series of open-ended questions about hiring practices, methods of internal communication, training, recognition programs, and diversity efforts.