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Certified Volunteer Administrator

Subjects : certifications, business-skills

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. 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
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
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
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.

2. Direct costs
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
VA accepts responsiblilty to be reliable - careful - prepared and well informed
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc

3. Strategic Plan
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
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
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 assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions

4. 5 P's for Strategy
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
Values - Basic Underlying Assumptions
A set of core beliefs and attitudes that guide actions
Plan - Pattern - Position - Perspective - Ploy

5. Community Assessment
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
VA commits to omproving his/her knoweldge - skills and ability to make judgements
Conflicts of interst between two or more ehical intersts
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

6. Respect/Self-Determination
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
A set of core beliefs and attitudes that guide actions
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 responsbility to involve people in decisions that directly affect them

7. Project Evaluation and Review Technique PERT
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)
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
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

8. 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 commits to omproving his/her knoweldge - skills and ability to make judgements
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer

9. 9 Components of a Business Plan
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 is commited to fairness and forthrghtness
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project

10. Responsibility/Doing one's Best
VA accepts responsibility to pursue excellance even when resources are limited
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback

11. Operational Plan

12. Hierarchy Culture
Workplace is very formal and structured (Traditional Volunteer Program)
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
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)

13. What is a 'Right'?
A subset of a larger organization plan though often used incorrectly to mean operational plan
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
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
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

14. Social Change Volunteer Program
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
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
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness

15. The Virtue Approach
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
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
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
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

16. Ehical Dilemmas
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
Conflicts of interst between two or more ehical intersts
VA commits to omproving his/her knoweldge - skills and ability to make judgements

17. What is ethics is NOT
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
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
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
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

18. Justice & Fairness/Procedural Fairness
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 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 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 responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions

19. Contest Strategy
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
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
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
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved

20. 360 Degree Feedback
Plan - Pattern - Position - Perspective - Ploy
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
The theories-in-use or worldviews that explain and make sense of what happens in the organization
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet

21. Entrepreneurial Program
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
A subset of a larger organization plan though often used incorrectly to mean operational plan
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.
Individual empowerment reigns - Structure is at a minimum

22. Artifacts
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
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
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 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

23. Volunteer Administrators should maintain a program that is...
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 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
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
A set of core beliefs and attitudes that guide actions

24. Four types of Organizational Cultures
Individual empowerment reigns - Structure is at a minimum
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.

25. Responsiblity/Professioanl Responsibility
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
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 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

26. Trustworthiness/Principled
VA understands and works to promote the core ethical values
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
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
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)

27. Traditional Volunteer Program
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
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

28. Imputs
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others

29. The Common Good Approach

30. Colaborative Strategy
Plan - Pattern - Position - Perspective - Ploy
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
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
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

31. Six Characterisics of an Ethical Dilemma

32. 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
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
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
Determination is based on there not being consensus that change needs to happen

33. Clan Culture
VA accepts responsbility to involve people in decisions that directly affect them
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
VA commits to reflective decision making with the intent of advancing the long-term greater good
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback

34. Citizenship & Philanthropy/Philosophy of Volunteerism
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 (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
Formal rules that govern behavior of a group
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration

35. 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
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 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
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet

36. Responsiblilty/Self-Disclosurer and Self-Restraint
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 commits to reflective decision making with the intent of advancing the long-term greater good
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
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

37. Outcomes
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 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
VA commits to omproving his/her knoweldge - skills and ability to make judgements
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

38. Program Plan
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 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
Will refer specifically to distinguish them from implmentation actions themselves
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration

39. The Fairness (or Justice) Approach

40. Three Levels of Culture Artifacts
Values - Basic Underlying Assumptions
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
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.
Formal rules that govern behavior of a group

41. Trustworthiness/Reasonablilty of Copmmitments
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
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
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

42. Adhocracy Culture
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
VA accepts responsiblilty to be reliable - careful - prepared and well informed

43. Trustworthiness/Limitations to Loyalty
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 base his/her actions on core ethical values and will not comprimise those values for convienence
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
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

44. Market Culture
The theories-in-use or worldviews that explain and make sense of what happens in the organization
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
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness

45. Respect/Neutrality
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
VA understands and works to promote the core ethical values
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
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

46. Responsbility/Diligence
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
VA understands and works to promote the core ethical values
Workplace is very formal and structured (Traditional Volunteer Program)
VA accepts responsiblilty to be reliable - careful - prepared and well informed

47. Responsiblilty/Perserverance
Workplace is very formal and structured (Traditional Volunteer Program)
A subset of a larger organization plan though often used incorrectly to mean operational plan
VA will seek to overcome obstacles to excellance
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff

48. The Utilitarian Approach

49. Trustworthiness/Sincerity & Non Deception
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
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
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
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

50. Activities