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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. 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 will base his/her actions on core ethical values and will not comprimise those values for convienence
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
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

2. Citizenship & Philanthropy/Social Responsbility
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
Determination is based on there not being consensus that change needs to happen
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably

3. Citizenship & Philanthropy/Philosophy of Volunteerism
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
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
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

4. Direct costs
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
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
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc

5. Organizational Plan
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
A subset of a larger organization plan though often used incorrectly to mean operational plan
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action

6. Trustworthiness/Principled
VA understands and works to promote the core ethical values
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
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 (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

7. Imputs
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
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
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 assumes the responsiblilty to treat all indiviauals with whom he/she work equitably

8. Campaign 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
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 responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
Determination is based on there not being consensus that change needs to happen

9. Hierarchy Culture
VA accepts responsbility to involve people in decisions that directly affect them
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 commits to omproving his/her knoweldge - skills and ability to make judgements
Workplace is very formal and structured (Traditional Volunteer Program)

10. The Fairness (or Justice) Approach

11. Community Assessment
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
A set of core beliefs and attitudes that guide actions
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
Formal rules that govern behavior of a group

12. Social Change Volunteer Program
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
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
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture

13. Responsiblilty/Perserverance
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
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
Determination is based on there not being consensus that change needs to happen
VA will seek to overcome obstacles to excellance

14. Responsiblilty/Self-Disclosurer and Self-Restraint
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 accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
VA commits to reflective decision making with the intent of advancing the long-term greater good
Determination is based on there not being consensus that change needs to happen

15. Trustworthiness/Reasonablilty of Copmmitments
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 responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
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 be reasonable - realistic and professional in determining the appropriateness of expectations or requests

16. Ehtics
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
Conflicts of interst between two or more ehical intersts
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.

17. Strategic Performance Management

18. Contest Strategy
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
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 process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
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

19. Caring/Compasion & Generosity

20. Trustworthiness/Addressing Conflicts of Interest
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 will base his/her actions on core ethical values and will not comprimise those values for convienence
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
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

21. Operational Plan

22. Responsbility/Diligence
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
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 be reliable - careful - prepared and well informed

23. Ehical Dilemmas
Conflicts of interst between two or more ehical intersts
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
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 responsibility to create a social climate in which human needs can be met and human values enhanced

24. Four types of Organizational Cultures
VA will seek to overcome obstacles to excellance
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
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
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

25. Outcomes
VA accepts responsiblilty to be reliable - careful - prepared and well informed
Workplace is very formal and structured (Traditional Volunteer Program)
The benefits or changes for individuals or populations during or after participationg in program activities ie: behavior - skills - knoweldge - attitudes - value - conditions - status or other attributes
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves

26. Activities

27. Project Plan
Individual empowerment reigns - Structure is at a minimum
Formal rules that govern behavior of a group
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

28. Responsibility/Doing one's Best
Focuses on how fairly or unfairly our actions distribute benefits and burdens among members of a group. Fairness requires consistancy in the the way people are treated. 'Treat people the same way unless there are morally revelant differences between
An ethical demand that you can make of other people ie: the right to speak your opinion or the right not to be hurt or offended
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 responsibility to pursue excellance even when resources are limited

29. Serendipitous Volunteer Program
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
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
Conflicts of interst between two or more ehical intersts
VA commits to reflective decision making with the intent of advancing the long-term greater good

30. Traditional Volunteer Program
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
Plan - Pattern - Position - Perspective - Ploy
VA accepts responsbility to involve people in decisions that directly affect them
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests

31. Volunteer Administrators should maintain a program that is...
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)
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
Workplace is very formal and structured (Traditional Volunteer Program)

32. Trustworthiness/Moral Courage
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
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

33. Trustworthiness/Clarity of Commitments on Behalf of the Organization - Staff and/or Volunteers
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
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
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential

34. 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
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
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 responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service

35. Code of Ethics
Formal rules that govern behavior of a group
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
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

36. Responsiblilty/Continuiys Improvement
Individual empowerment reigns - Structure is at a minimum
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 commits to omproving his/her knoweldge - skills and ability to make judgements
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies

37. Respect/Privacy
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
Formal rules that govern behavior of a group

38. The Utilitarian Approach

39. What is a 'Duty'?
Determination is based on there not being consensus that change needs to happen
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 other poeple can make of you ie: the duty not to hurt or offend others
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

40. Basic Underlying Assumptions
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
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
VA will interact with all volunteers in a forthright manner with the upmost sincerity and good intent - never conduction business in a deceptive manner and continually promoting that principal throguhout the organization
The theories-in-use or worldviews that explain and make sense of what happens in the organization

41. What is ethics is NOT
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
VA accepts responsbility to involve people in decisions that directly affect them
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
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science

42. Market Culture
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
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 responsiblilty to be reliable - careful - prepared and well informed
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

43. The Virtue Approach
VA will interact with all volunteers in a forthright manner with the upmost sincerity and good intent - never conduction business in a deceptive manner and continually promoting that principal throguhout the organization
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
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 other poeple can make of you ie: the duty not to hurt or offend others

44. 5 P's for Strategy
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
Determination is based on there not being consensus that change needs to happen
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
Plan - Pattern - Position - Perspective - Ploy

45. Trustworthiness/Candor
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 subset of a larger organization plan though often used incorrectly to mean operational plan
A set of core beliefs and attitudes that guide actions
VA is commited to fairness and forthrghtness

46. Components of a Well Run Volunteer Program
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 responsibility to pursue excellance even when resources are limited
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
The theories-in-use or worldviews that explain and make sense of what happens in the organization

47. What is a 'Right'?
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
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
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
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.

48. Justice & Fairness/Equality
A subset of a larger organization plan though often used incorrectly to mean operational plan
1. It's hard to name 2. Its embedded in specific context 3. It may not be obvious 4. It addresses the clalims of multiple stakeholders 5. It involves a situation where an individual wants to do the right thing but either does not know what what is o
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
A set of core beliefs and attitudes that guide actions

49. Outputs
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
Individual empowerment reigns - Structure is at a minimum
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 the concenquences that actions or policies have on the well-being ('utility') of all persons directly or indirectly affected by the action or policy

50. Clan Culture
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
Will refer specifically to distinguish them from implmentation actions themselves
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests