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. Values
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 (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
Workplace is very formal and structured (Traditional Volunteer Program)
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms


2. The Fairness (or Justice) Approach

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3. Responsiblilty/Perserverance
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 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 commits to reflective decision making with the intent of advancing the long-term greater good


4. Strategic Plan
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 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
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
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


5. Outputs
A set of core beliefs and attitudes that guide actions
VA is commited to fairness and forthrghtness
Workplace is very formal and structured (Traditional Volunteer Program)
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)


6. Activities

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7. Community Assessment
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 be reliable - careful - prepared and well informed
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


8. Outcomes
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
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
Determination is based on there not being consensus that change needs to happen
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)


9. Imputs
Values - Basic Underlying Assumptions
VA accepts responsbility to involve people in decisions that directly affect them
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


10. Direct costs
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 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
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


11. Respect/Self-Determination
VA accepts responsbility to involve people in decisions that directly affect them
VA will seek to overcome obstacles to excellance
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


12. 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
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Conflicts of interst between two or more ehical intersts
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests


13. Clan Culture
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
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
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus


14. Six Pillars of Core Ethics
Conflicts of interst between two or more ehical intersts
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
Individual empowerment reigns - Structure is at a minimum


15. Responsbility/Staff Relationships
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
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
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.


16. Serendipitous Volunteer Program
A set of core beliefs and attitudes that guide actions
VA will seek to overcome obstacles to excellance
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
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science


17. Trustworthiness/Candor
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 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 accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
VA is commited to fairness and forthrghtness


18. Trustworthiness/Principled
VA understands and works to promote the core ethical values
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
Formal rules that govern behavior of a group
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer


19. Organizational Plan
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
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
A subset of a larger organization plan though often used incorrectly to mean operational plan


20. 9 Components of a Business Plan
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
Plan - Pattern - Position - Perspective - Ploy
Formal rules that govern behavior of a group
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


21. 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
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
A set of core beliefs and attitudes that guide actions
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


22. What is a 'Right'?
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
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 assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff


23. What is a 'Duty'?
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
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 particular code of values about how someone behaves or a swt of standards by which individuals judge one another - organizations and every day occurances.


24. Respect/Human Dignity
VA accepts responsbility to involve people in decisions that directly affect them
The theories-in-use or worldviews that explain and make sense of what happens in the organization
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
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


25. Three Levels of Culture Artifacts
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Values - Basic Underlying Assumptions
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


26. Program Plan
VA is commited to fairness and forthrghtness
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
Will refer specifically to distinguish them from implmentation actions themselves
VA accepts responsiblilty to be reliable - careful - prepared and well informed


27. Strategic Performance Management

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28. Trustworthiness/Sincerity & Non Deception
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 accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
Conflicts of interst between two or more ehical intersts


29. Task Oriented Performace Management
A set of core beliefs and attitudes that guide actions
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc


30. Artifacts
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
VA accepts responsbility to involve people in decisions that directly affect them
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
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


31. Entrepreneurial Program
The theories-in-use or worldviews that explain and make sense of what happens in the organization
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
Individual empowerment reigns - Structure is at a minimum
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions


32. 5 P's for Strategy
VA understands and works to promote the core ethical values
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
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
Plan - Pattern - Position - Perspective - Ploy


33. Six Characterisics of an Ethical Dilemma

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34. The Virtue Approach
Formal rules that govern behavior of a group
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
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
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


35. Operational Plan

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36. Ehical Dilemmas
VA is commited to fairness and forthrghtness
Conflicts of interst between two or more ehical intersts
Will refer specifically to distinguish them from implmentation actions themselves
VA commits to omproving his/her knoweldge - skills and ability to make judgements


37. Contest Strategy
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
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 be reasonable - realistic and professional in determining the appropriateness of expectations or requests
Individual empowerment reigns - Structure is at a minimum


38. Task and Development-Oriented Perfromance Management
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
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
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture


39. Responsibility/Doing one's Best
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
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
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 accepts responsibility to pursue excellance even when resources are limited


40. Justice & Fairness/Impartiality
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 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 assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors


41. What is ethics is NOT
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
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
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science


42. Responsiblilty/Continuiys Improvement
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
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
VA commits to omproving his/her knoweldge - skills and ability to make judgements
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably


43. Hierarchy Culture
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
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.
Workplace is very formal and structured (Traditional Volunteer Program)


44. Citizenship & Philanthropy/Social Responsbility
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
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
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
Will refer specifically to distinguish them from implmentation actions themselves


45. Trustworthiness/Addressing Conflicts of Interest
VA commits to omproving his/her knoweldge - skills and ability to make judgements
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 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)


46. Ehtics
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
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 responsibility to pursue excellance even when resources are limited
Formal rules that govern behavior of a group


47. Trustworthiness/Reasonablilty of Copmmitments
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
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


48. Solving Ethical Delemmas
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
Determination is based on there not being consensus that change needs to happen
VA accepts responsibility to pursue excellance even when resources are limited
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science


49. The Common Good Approach

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50. 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.
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
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