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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. Components of a Well Run Volunteer Program
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
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy

2. Code of Ethics
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
VA understands and works to promote the core ethical values
Formal rules that govern behavior of a group
Workplace is very formal and structured (Traditional Volunteer Program)

3. Program 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
Will refer specifically to distinguish them from implmentation actions themselves
VA commits to omproving his/her knoweldge - skills and ability to make judgements
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

4. 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
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
Focuses on the concenquences that actions or policies have on the well-being ('utility') of all persons directly or indirectly affected by the action or policy
VA understands and works to promote the core ethical values

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

6. 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
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
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 other poeple can make of you ie: the duty not to hurt or offend others

7. Traditional Volunteer Program
VA accepts responsiblilty to be reliable - careful - prepared and well informed
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
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements

8. Justice & Fairness/Equality
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
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
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

9. Four types of Organizational Cultures
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
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
Determination is based on there not being consensus that change needs to happen

10. Responsiblity/Professioanl Responsibility
Plan - Pattern - Position - Perspective - Ploy
A subset of a larger organization plan though often used incorrectly to mean operational plan
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
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

11. 360 Degree Feedback
Workplace is very formal and structured (Traditional Volunteer Program)
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors

12. Six Pillars of Core Ethics
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
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
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

13. Justice & Fairness/Procedural Fairness
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
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 assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions

14. What is a 'Right'?
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
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
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

15. Values
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 responsbility to involve people in decisions that directly affect them
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

16. Artifacts
VA is commited to fairness and forthrghtness
Formal rules that govern behavior of a group
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
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

17. Ehical Dilemmas
VA commits to reflective decision making with the intent of advancing the long-term greater good
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
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
Conflicts of interst between two or more ehical intersts

18. Serendipitous Volunteer Program
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
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

19. Task and Development-Oriented Perfromance Management
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
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 base his/her actions on core ethical values and will not comprimise those values for convienence
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

20. 5 P's for Strategy
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
Plan - Pattern - Position - Perspective - Ploy
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
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. Respect/Self-Determination
VA accepts responsbility to involve people in decisions that directly affect them
Values - Basic Underlying Assumptions
VA accepts responsiblilty to be reliable - careful - prepared and well informed
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc

22. Basic Underlying Assumptions
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)
The theories-in-use or worldviews that explain and make sense of what happens in the organization
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service

23. The Virtue Approach
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
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
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves

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
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 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)
Workplace is very formal and structured (Traditional Volunteer Program)

25. Responsbility/Staff Relationships
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
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
Plan - Pattern - Position - Perspective - Ploy
VA commits to reflective decision making with the intent of advancing the long-term greater good

26. Trustworthiness/Sincerity & Non Deception
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
VA accepts responsbility to 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
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests

27. The Rights Approach
A series of systematic activites designed to help the organization acheive its goals - Serves to help management to clarify - focus and research it's various strategies - to provide a resognizable framework in which the work will take plance and to o
Values - Basic Underlying Assumptions
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
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

28. Organizational Plan
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
Focuses on how fairly or unfairly our actions distribute benefits and burdens among members of a group. Fairness requires consistancy in the the way people are treated. 'Treat people the same way unless there are morally revelant differences between
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
A subset of a larger organization plan though often used incorrectly to mean operational plan

29. The Fairness (or Justice) Approach

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30. Trustworthiness/Reasonablilty of Copmmitments
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
Workplace is very formal and structured (Traditional Volunteer Program)
A subset of a larger organization plan though often used incorrectly to mean operational plan

31. Outputs
The theories-in-use or worldviews that explain and make sense of what happens in the organization
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
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)
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms

32. Trustworthiness/Moral Courage
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
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
VA will base his/her actions on core ethical values and will not comprimise those values for convienence

33. Respect/Human Dignity
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 accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
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
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.

34. Responsiblilty/Self-Disclosurer and Self-Restraint
VA commits to reflective decision making with the intent of advancing the long-term greater good
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
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

35. What is a 'Duty'?
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
VA is commited to fairness and forthrghtness
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet

36. Trustworthiness/Truthfullness
VA will seek to overcome obstacles to excellance
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 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
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness

37. The Utilitarian Approach

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38. What is ethics is NOT
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
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
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff

39. Respect/Privacy
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
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 commits to omproving his/her knoweldge - skills and ability to make judgements
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential

40. Community Assessment
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
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
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.
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

41. Task Oriented Performace Management
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
Individual empowerment reigns - Structure is at a minimum
VA understands and works to promote the core ethical values
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer

42. Colaborative Strategy
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
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
Plan - Pattern - Position - Perspective - Ploy
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture

43. Responsiblilty/Perserverance
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
Workplace is very formal and structured (Traditional Volunteer Program)
VA will seek to overcome obstacles to excellance
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies

44. Operational Plan

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45. Trustworthiness/Addressing Conflicts of Interest
Will refer specifically to distinguish them from implmentation actions themselves
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 commits to reflective decision making with the intent of advancing the long-term greater good

46. Responsbility/Diligence
VA accepts responsiblilty to be reliable - careful - prepared and well informed
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
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

47. Adhocracy Culture
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action

48. Hierarchy Culture
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
A subset of a larger organization plan though often used incorrectly to mean operational plan
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
Workplace is very formal and structured (Traditional Volunteer Program)

49. Project Plan
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
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
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 responsiblilty to be reliable - careful - prepared and well informed

50. Ehtics
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
A set of core beliefs and attitudes that guide actions
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.