Certified Volunteer Administrator

Instructions:

• Answer 50 questions in 15 minutes.
• If you are not ready to take this test, you can study here.
• Match each statement with the correct term.
• Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

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. Clan Culture
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
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
Conflicts of interst between two or more ehical intersts


2. Code of Ethics
Formal rules that govern behavior of a group
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
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
Plan - Pattern - Position - Perspective - Ploy


3. The Fairness (or Justice) Approach

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4. Trustworthiness/Truthfullness
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
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
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


5. Trustworthiness/Candor
The theories-in-use or worldviews that explain and make sense of what happens in the organization
Will refer specifically to distinguish them from implmentation actions themselves
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
VA is commited to fairness and forthrghtness


6. Strategic Plan
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
A set of core beliefs and attitudes that guide actions
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
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration


7. Strategic Performance Management

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8. Entrepreneurial Program
VA is commited to fairness and forthrghtness
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
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


9. Ehtics
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
VA accepts responsibility to pursue excellance even when resources are limited
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.


10. Trustworthiness/Sincerity & Non Deception
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 responsibility to create a social climate in which human needs can be met and human values enhanced
Determination is based on there not being consensus that change needs to happen
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


11. Values
Plan - Pattern - Position - Perspective - Ploy
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves


12. Citizenship & Philanthropy/Philosophy of Volunteerism
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
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
VA (Volunteer Administrator) accepts responsibility for on-going development of a personal coherent philosophy of volunteerim as a foundation for working with others in developing volunteer programs
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


13. Adhocracy Culture
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
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)
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy


14. Task Oriented Performace Management
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
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.
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements


15. Justice & Fairness/Procedural Fairness
VA commits to reflective decision making with the intent of advancing the long-term greater good
Formal rules that govern behavior of a group
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions


16. Responsiblilty/Perserverance
Formal rules that govern behavior of a group
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
VA will seek to overcome obstacles to excellance


17. 9 Components of a Business Plan
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
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
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions


18. The Rights Approach
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
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 responsiblilty to be reliable - careful - prepared and well informed
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements


19. Project Evaluation and Review Technique PERT
Values - Basic Underlying Assumptions
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
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
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project


20. Trustworthiness/Addressing Conflicts of Interest
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
Conflicts of interst between two or more ehical intersts
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project


21. Six Characterisics of an Ethical Dilemma

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22. Outcomes
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
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
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness


23. Responsbility/Staff Relationships
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
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)
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
VA accepts responsibility to pursue excellance even when resources are limited


24. Responsbility/Diligence
VA accepts responsiblilty to be reliable - careful - prepared and well informed
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
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback


25. Hierarchy Culture
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
Workplace is very formal and structured (Traditional Volunteer Program)
VA will seek to overcome obstacles to excellance
VA commits to reflective decision making with the intent of advancing the long-term greater good


26. Six Pillars of Core Ethics
VA (Volunteer Administrator) accepts responsibility for on-going development of a personal coherent philosophy of volunteerim as a foundation for working with others in developing volunteer programs
A subset of a larger organization plan though often used incorrectly to mean operational plan
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc


27. Serendipitous Volunteer Program
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 accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
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 assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors


28. Outputs
VA will seek to overcome obstacles to excellance
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
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 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)


29. Trustworthiness/Moral Courage
Values - Basic Underlying Assumptions
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms


30. 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
Individual empowerment reigns - Structure is at a minimum
Will refer specifically to distinguish them from implmentation actions themselves
VA accepts responsbility to involve people in decisions that directly affect them


31. What is ethics is NOT
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science


32. Trustworthiness/Principled
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
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
VA understands and works to promote the core ethical values
VA accepts responsibility to pursue excellance even when resources are limited


33. Market Culture
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
Determination is based on there not being consensus that change needs to happen
VA (Volunteer Administrator) accepts responsibility for on-going development of a personal coherent philosophy of volunteerim as a foundation for working with others in developing volunteer programs
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves


34. Three Levels of Culture Artifacts
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
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
Values - Basic Underlying Assumptions
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service


35. Responsibility/Doing one's Best
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
VA accepts responsibility to pursue excellance even when resources are limited
VA (Volunteer Administrator) accepts responsibility for on-going development of a personal coherent philosophy of volunteerim as a foundation for working with others in developing volunteer programs
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


36. Social Change Volunteer Program
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
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
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
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


37. Justice & Fairness/Equality
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 the responsiblilty to treat all indiviauals with whom he/she work equitably
Conflicts of interst between two or more ehical intersts
VA understands and works to promote the core ethical values


38. Operational Plan

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39. Community Assessment
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.


40. 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
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
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
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. 360 Degree Feedback
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
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science


42. Trustworthiness/Reasonablilty of Copmmitments
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
Plan - Pattern - Position - Perspective - Ploy
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 accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests


43. Direct costs
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
A set of core beliefs and attitudes that guide actions
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions


44. The Virtue Approach
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
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
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
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


45. Contest Strategy
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
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)
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


46. Traditional Volunteer Program
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
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
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
VA will base his/her actions on core ethical values and will not comprimise those values for convienence


47. Responsiblity/Professioanl Responsibility
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
A set of core beliefs and attitudes that guide actions


48. Basic Underlying Assumptions
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
The theories-in-use or worldviews that explain and make sense of what happens in the organization
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
A subset of a larger organization plan though often used incorrectly to mean operational plan


49. Caring/Compasion & Generosity

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50. Four types of Organizational Cultures
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
Formal rules that govern behavior of a group
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff