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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. 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)
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
Workplace is very formal and structured (Traditional Volunteer Program)
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science

2. What is a 'Right'?
VA accepts responsibility to pursue excellance even when resources are limited
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
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
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback

3. Justice & Fairness/Equality
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 assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
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

4. What is ethics is NOT
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Determination is based on there not being consensus that change needs to happen
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented

5. 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
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 responsibility to pursue excellance even when resources are limited
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus

6. Social Change Volunteer Program
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 assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
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

7. Three Levels of Culture Artifacts
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 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
Values - Basic Underlying Assumptions
VA accepts responsiblilty to be reliable - careful - prepared and well informed

8. Caring/Compasion & Generosity
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
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
The theories-in-use or worldviews that explain and make sense of what happens in the organization
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service

9. Responsiblilty/Continuiys Improvement
VA commits to omproving his/her knoweldge - skills and ability to make judgements
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
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
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

10. Clan Culture
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
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
Will refer specifically to distinguish them from implmentation actions themselves

11. Contest Strategy
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
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
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
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness

12. Trustworthiness/Truthfullness
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 accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
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 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

13. Citizenship & Philanthropy/Social Responsbility
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
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

14. Respect/Self-Determination
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
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 responsbility to involve people in decisions that directly affect them
VA is commited to fairness and forthrghtness

15. Respect/Privacy
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.
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
VA commits to reflective decision making with the intent of advancing the long-term greater good

16. Trustworthiness/Moral Courage
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 will base his/her actions on core ethical values and will not comprimise those values for convienence
Plan - Pattern - Position - Perspective - Ploy
Workplace is very formal and structured (Traditional Volunteer Program)

17. Responsbility/Diligence
VA accepts responsiblilty to be reliable - careful - prepared and well informed
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
Conflicts of interst between two or more ehical intersts
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors

18. Campaign Strategy
Determination is based on there not being consensus that change needs to happen
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 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 assumes the responsiblilty to treat all indiviauals with whom he/she work equitably

19. Solving Ethical Delemmas
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
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 is commited to fairness and forthrghtness
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action

20. Trustworthiness/Principled
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)
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
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.
VA understands and works to promote the core ethical values

21. Six Pillars of Core Ethics
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
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 responsiblilty to treat all indiviauals with whom he/she work equitably
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

22. 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
A set of core beliefs and attitudes that guide actions
VA accepts responsiblilty to be reliable - careful - prepared and well informed
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms

23. Colaborative Strategy
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
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
The theories-in-use or worldviews that explain and make sense of what happens in the organization

24. 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 (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
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

25. Trustworthiness/Reasonablilty of Copmmitments
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
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture

26. The Rights Approach
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 understands and works to promote the core ethical values
A subset of a larger organization plan though often used incorrectly to mean operational plan
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback

27. Basic Underlying Assumptions
VA will seek to overcome obstacles to excellance
Individual empowerment reigns - Structure is at a minimum
The theories-in-use or worldviews that explain and make sense of what happens in the organization
VA accepts responsibility to pursue excellance even when resources are limited

28. Respect/Neutrality
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
Will refer specifically to distinguish them from implmentation actions themselves
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service

29. Values
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
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
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

30. Task and Development-Oriented Perfromance Management
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
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
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
Will refer specifically to distinguish them from implmentation actions themselves

31. Responsbility/Staff Relationships
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
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
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

32. Entrepreneurial Program
VA commits to reflective decision making with the intent of advancing the long-term greater good
Individual empowerment reigns - Structure is at a minimum
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
Values - Basic Underlying Assumptions

33. Respect/Human Dignity
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
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.
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 for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved

34. Values
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
A set of core beliefs and attitudes that guide actions
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 commits to reflective decision making with the intent of advancing the long-term greater good

35. Imputs
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
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
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
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

36. Responsiblilty/Perserverance
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 will seek to overcome obstacles to excellance
Individual empowerment reigns - Structure is at a minimum
VA is commited to fairness and forthrghtness

37. Components of a Well Run Volunteer Program
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
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
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

38. The Virtue Approach
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
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.

39. Serendipitous Volunteer Program
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
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
Formal rules that govern behavior of a group

40. Citizenship & Philanthropy/Philosophy of Volunteerism
Formal rules that govern behavior of a group
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
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

41. Code of Ethics
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
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
Formal rules that govern behavior of a group
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests

42. Project Evaluation and Review Technique PERT
VA accepts responsibility to pursue excellance even when resources are limited
VA accepts responsiblilty to be reliable - careful - prepared and well informed
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

43. Market Culture
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
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 the responsiblilty to treat all indiviauals with whom he/she work equitably

44. Organizational Plan
VA accepts responsbility to involve people in decisions that directly affect them
A subset of a larger organization plan though often used incorrectly to mean operational plan
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
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods

45. The Utilitarian Approach
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.
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 assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors

46. Four types of Organizational Cultures
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
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc

47. Trustworthiness/Sincerity & Non Deception
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 assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
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 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

48. Trustworthiness/Candor
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
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
VA is commited to fairness and forthrghtness

49. 360 Degree Feedback
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
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
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

50. Ehtics
Determination is based on there not being consensus that change needs to happen
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
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.
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness

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