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Certified Volunteer Administrator

Subjects : certifications, business-skills

Instructions:

Answer 50 questions in 15 minutes.
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Match each statement with the correct term.
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This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.

1. Outcomes
The benefits or changes for individuals or populations during or after participationg in program activities ie: behavior - skills - knoweldge - attitudes - value - conditions - status or other attributes
Workplace is very formal and structured (Traditional Volunteer Program)
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
Focuses on the concenquences that actions or policies have on the well-being ('utility') of all persons directly or indirectly affected by the action or policy

2. Serendipitous Volunteer Program
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
A series of systematic activites designed to help the organization acheive its goals - Serves to help management to clarify - focus and research it's various strategies - to provide a resognizable framework in which the work will take plance and to o
Focused on connection and collaboration fits with clan culture - A place in which volunteers would look for meaning and purpose as things emerged in process
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness

3. Justice & Fairness/Impartiality
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
VA will seek to overcome obstacles to excellance
VA accepts responsbility to involve people in decisions that directly affect them
A specific application of an operational plan with fixed parameters - Focuses on time related ot constrained variables - Clear and measurable objectives to acheive one of a kind effort with quick resopnse time and involves coordinating and managing s

4. Colaborative Strategy
Workplace is very formal and structured (Traditional Volunteer Program)
The benefits or changes for individuals or populations during or after participationg in program activities ie: behavior - skills - knoweldge - attitudes - value - conditions - status or other attributes
Used if there is good communication and reasonably strong relationahip - a situation in which those persons targeted for change are in agreement that something in which those persons targeted for change are in agreement that smoething needs to happen
An ethical demand that you can make of other people ie: the right to speak your opinion or the right not to be hurt or offended

5. Trustworthiness/Sincerity & Non Deception
VA understands personal and professioanl limits of his/her loyalty to his/her volunteers - clients and organization and prioitizes them clearly and appropriately to minimize liability and risk to everyone involved
VA will interact with all volunteers in a forthright manner with the upmost sincerity and good intent - never conduction business in a deceptive manner and continually promoting that principal throguhout the organization
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet

6. What is a 'Duty'?
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably

7. 360 Degree Feedback
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
Formal rules that govern behavior of a group
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture

8. Entrepreneurial Program
Individual empowerment reigns - Structure is at a minimum
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
The benefits or changes for individuals or populations during or after participationg in program activities ie: behavior - skills - knoweldge - attitudes - value - conditions - status or other attributes

9. Values
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
The direct products of program activities - usually measured in terms of volume of work accomplished ie: tangeable results that can be measured in numbers (program attendees - persons trained - meals delivered)
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably

10. The Rights Approach
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
Used if there is good communication and reasonably strong relationahip - a situation in which those persons targeted for change are in agreement that something in which those persons targeted for change are in agreement that smoething needs to happen
Identifies certain interests or activites that our behavior mush respect - espicially those areas of our lives that are of such value to us that they merit protection from others - e.g. Each person has a fundemental right to be respectes and treated

11. Trustworthiness/Clarity of Commitments on Behalf of the Organization - Staff and/or Volunteers
VA accepts resonsibility to assure clear communication regarding commitments made on behalf of the organization - staff or volunteers. To maximize success - the VA accepts responsiblity to establish contacts and agreements that are understood and pra
A particular code of values about how someone behaves or a swt of standards by which individuals judge one another - organizations and every day occurances.
Used if there is good communication and reasonably strong relationahip - a situation in which those persons targeted for change are in agreement that something in which those persons targeted for change are in agreement that smoething needs to happen
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness

12. Respect/Neutrality
Conflicts of interst between two or more ehical intersts
The theories-in-use or worldviews that explain and make sense of what happens in the organization
Workplace is very formal and structured (Traditional Volunteer Program)
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service

13. Task and Development-Oriented Perfromance Management
Supervisor ensures that the role and responsibilities are understood and carried out effectively but also fosuses to a varying extent on the developmnet of the volunteer Generally take about an hour
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus

14. Activities
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
VA will interact with all volunteers in a forthright manner with the upmost sincerity and good intent - never conduction business in a deceptive manner and continually promoting that principal throguhout the organization
VA is responsible for identifying policies - procedures and circumstances that might result in a conflict of interst be appropriately and professioanlly addressing the issue at hand and eliminating it as a conflict
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer

15. Operational Plan
VA is commited to fairness and forthrghtness
A particular code of values about how someone behaves or a swt of standards by which individuals judge one another - organizations and every day occurances.
A series of systematic activites designed to help the organization acheive its goals - Serves to help management to clarify - focus and research it's various strategies - to provide a resognizable framework in which the work will take plance and to o
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus

16. Responsiblilty/Self-Disclosurer and Self-Restraint
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
Plan - Pattern - Position - Perspective - Ploy
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
VA commits to reflective decision making with the intent of advancing the long-term greater good

17. Trustworthiness/Candor
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
The tangible things and behaviors one observes including physical space - what is on the walls - written documents - interactions between staff adn volunteers - what is said in hallway conversation and a host of other possible actions in the course o
VA is commited to fairness and forthrghtness
The benefits or changes for individuals or populations during or after participationg in program activities ie: behavior - skills - knoweldge - attitudes - value - conditions - status or other attributes

18. Artifacts
1. It's hard to name 2. Its embedded in specific context 3. It may not be obvious 4. It addresses the clalims of multiple stakeholders 5. It involves a situation where an individual wants to do the right thing but either does not know what what is o
Used if there is good communication and reasonably strong relationahip - a situation in which those persons targeted for change are in agreement that something in which those persons targeted for change are in agreement that smoething needs to happen
The tangible things and behaviors one observes including physical space - what is on the walls - written documents - interactions between staff adn volunteers - what is said in hallway conversation and a host of other possible actions in the course o
VA accepts responsiblilty to be reliable - careful - prepared and well informed

19. Respect/Human Dignity
Will refer specifically to distinguish them from implmentation actions themselves
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements

20. Task Oriented Performace Management
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
Focused on connection and collaboration fits with clan culture - A place in which volunteers would look for meaning and purpose as things emerged in process
VA understands personal and professioanl limits of his/her loyalty to his/her volunteers - clients and organization and prioitizes them clearly and appropriately to minimize liability and risk to everyone involved

21. Responsbility/Staff Relationships
An ethical demand that you can make of other people ie: the right to speak your opinion or the right not to be hurt or offended
Identifies certain interests or activites that our behavior mush respect - espicially those areas of our lives that are of such value to us that they merit protection from others - e.g. Each person has a fundemental right to be respectes and treated
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
VA commits to omproving his/her knoweldge - skills and ability to make judgements

22. Responsiblilty/Perserverance
VA commits to omproving his/her knoweldge - skills and ability to make judgements
Determination is based on there not being consensus that change needs to happen
VA will seek to overcome obstacles to excellance
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service

23. Responsbility/Diligence
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
VA accepts responsibility to pursue excellance even when resources are limited
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
VA accepts responsiblilty to be reliable - careful - prepared and well informed

24. Trustworthiness/Addressing Conflicts of Interest
VA accepts resonsibility to assure clear communication regarding commitments made on behalf of the organization - staff or volunteers. To maximize success - the VA accepts responsiblity to establish contacts and agreements that are understood and pra
1. It's hard to name 2. Its embedded in specific context 3. It may not be obvious 4. It addresses the clalims of multiple stakeholders 5. It involves a situation where an individual wants to do the right thing but either does not know what what is o
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
VA is responsible for identifying policies - procedures and circumstances that might result in a conflict of interst be appropriately and professioanlly addressing the issue at hand and eliminating it as a conflict

25. 5 P's for Strategy
Plan - Pattern - Position - Perspective - Ploy
VA is commited to the truth and assuring that all verbal and written agreements and contracts for volunteers and staff are founded on the premise of open and honest interaction
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project

26. Imputs
VA is commited to the truth and assuring that all verbal and written agreements and contracts for volunteers and staff are founded on the premise of open and honest interaction
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced

27. Justice & Fairness/Equality
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
Individual empowerment reigns - Structure is at a minimum

28. Campaign Strategy
VA accepts responsbility to involve people in decisions that directly affect them
Individual empowerment reigns - Structure is at a minimum
Determination is based on there not being consensus that change needs to happen
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies

29. The Virtue Approach
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
Focuses on attitudes - disposition - or character traits that enable us to be and to act in ways that develop our human potential EXAMPLE: Honesty - courage - faithfullness - trustworthiness - intergrity

30. Respect/Self-Determination
VA accepts responsbility to involve people in decisions that directly affect them
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
Individual empowerment reigns - Structure is at a minimum
1. Feasibility study 2. Building a business case3. Risk management analysis 4. Creating terms of reference 5. Determining the scope of the project 6. Identifying a sponsor - often someone in the organization 7. Developing a communications plan 8. Doi

31. Four types of Organizational Cultures
Plan - Pattern - Position - Perspective - Ploy
Needed when there is opposition to the change or allocation of resources that you wish to change - Manager of volunteer use this strategy in a social change program or organization that seeks to make a transformative difference in that they do - Need
1. Feasibility study 2. Building a business case3. Risk management analysis 4. Creating terms of reference 5. Determining the scope of the project 6. Identifying a sponsor - often someone in the organization 7. Developing a communications plan 8. Doi
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture

32. Values
A set of core beliefs and attitudes that guide actions
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
1. It's hard to name 2. Its embedded in specific context 3. It may not be obvious 4. It addresses the clalims of multiple stakeholders 5. It involves a situation where an individual wants to do the right thing but either does not know what what is o
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions

33. Components of a Well Run Volunteer Program
The theories-in-use or worldviews that explain and make sense of what happens in the organization
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy

34. Market Culture
VA commits to omproving his/her knoweldge - skills and ability to make judgements
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc

35. Volunteer Administrators should maintain a program that is...
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
Accessable to Diverse Groups - Operates Ethically with all stakeholders - Strives for excellance - Maintains the public trust - Sustains a helping environment - Is at low risk for legal actions againat it
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
VA will interact with all volunteers in a forthright manner with the upmost sincerity and good intent - never conduction business in a deceptive manner and continually promoting that principal throguhout the organization

36. Trustworthiness/Principled
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
VA will interact with all volunteers in a forthright manner with the upmost sincerity and good intent - never conduction business in a deceptive manner and continually promoting that principal throguhout the organization
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
VA understands and works to promote the core ethical values

37. Justice & Fairness/Procedural Fairness
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
A specific application of an operational plan with fixed parameters - Focuses on time related ot constrained variables - Clear and measurable objectives to acheive one of a kind effort with quick resopnse time and involves coordinating and managing s
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
VA accepts responsbility to involve people in decisions that directly affect them

38. Ehical Dilemmas
Focuses on how fairly or unfairly our actions distribute benefits and burdens among members of a group. Fairness requires consistancy in the the way people are treated. 'Treat people the same way unless there are morally revelant differences between
An ethical demand that you can make of other people ie: the right to speak your opinion or the right not to be hurt or offended
Conflicts of interst between two or more ehical intersts
VA commits to reflective decision making with the intent of advancing the long-term greater good

39. Caring/Compasion & Generosity
Presents a vision of society as a community whose members are joined in a shared pursiut of values and goals they hold in common. Comprised of individuals whose own good is inextricably bound to the good of a whole. 'What is ethical is what advances
VA assumes the responsbility to be kind - compassionate and generous in all actions to minimize the harm done to others in the performance of one's duties
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc

40. Trustworthiness/Truthfullness
VA is commited to the truth and assuring that all verbal and written agreements and contracts for volunteers and staff are founded on the premise of open and honest interaction
VA understands and works to promote the core ethical values
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
VA understands personal and professioanl limits of his/her loyalty to his/her volunteers - clients and organization and prioitizes them clearly and appropriately to minimize liability and risk to everyone involved

41. Clan Culture
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
VA is commited to the truth and assuring that all verbal and written agreements and contracts for volunteers and staff are founded on the premise of open and honest interaction
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
A series of systematic activites designed to help the organization acheive its goals - Serves to help management to clarify - focus and research it's various strategies - to provide a resognizable framework in which the work will take plance and to o

42. Direct costs
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
Workplace is very formal and structured (Traditional Volunteer Program)
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
VA is commited to fairness and forthrghtness

43. Project Plan
A specific application of an operational plan with fixed parameters - Focuses on time related ot constrained variables - Clear and measurable objectives to acheive one of a kind effort with quick resopnse time and involves coordinating and managing s
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
A subset of a larger organization plan though often used incorrectly to mean operational plan
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably

44. Social Change Volunteer Program
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
VA is responsible for identifying policies - procedures and circumstances that might result in a conflict of interst be appropriately and professioanlly addressing the issue at hand and eliminating it as a conflict
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture

45. Solving Ethical Delemmas
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
Largest in scope specifying the purpose - goals and programs of the organization. Clarifys the mission or purpose - identifying the desired status or vision over a period of time - analyzing the external and internal environments - establishing large
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action

46. Outputs
The direct products of program activities - usually measured in terms of volume of work accomplished ie: tangeable results that can be measured in numbers (program attendees - persons trained - meals delivered)
VA will interact with all volunteers in a forthright manner with the upmost sincerity and good intent - never conduction business in a deceptive manner and continually promoting that principal throguhout the organization
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions

47. What is ethics is NOT
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
Accessable to Diverse Groups - Operates Ethically with all stakeholders - Strives for excellance - Maintains the public trust - Sustains a helping environment - Is at low risk for legal actions againat it

48. Community Assessment
An ethical demand that you can make of other people ie: the right to speak your opinion or the right not to be hurt or offended
VA accepts resonsibility to assure clear communication regarding commitments made on behalf of the organization - staff or volunteers. To maximize success - the VA accepts responsiblity to establish contacts and agreements that are understood and pra
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors

49. Six Characterisics of an Ethical Dilemma
A series of systematic activites designed to help the organization acheive its goals - Serves to help management to clarify - focus and research it's various strategies - to provide a resognizable framework in which the work will take plance and to o
1. It's hard to name 2. Its embedded in specific context 3. It may not be obvious 4. It addresses the clalims of multiple stakeholders 5. It involves a situation where an individual wants to do the right thing but either does not know what what is o
VA commits to omproving his/her knoweldge - skills and ability to make judgements
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented

50. Trustworthiness/Moral Courage
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
VA will base his/her actions on core ethical values and will not comprimise those values for convienence

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