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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. Outcomes
A set of core beliefs and attitudes that guide actions
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 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
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others

2. Respect/Self-Determination
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 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 accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
VA accepts responsbility to involve people in decisions that directly affect them

3. Citizenship & Philanthropy/Social Responsbility
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
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
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
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. Serendipitous Volunteer Program
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
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

5. Task Oriented Performace Management
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
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
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

6. Justice & Fairness/Procedural Fairness
VA commits to omproving his/her knoweldge - skills and ability to make judgements
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 responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
A set of core beliefs and attitudes that guide actions

7. Campaign 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
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
Determination is based on there not being consensus that change needs to happen
VA accepts responsbility to involve people in decisions that directly affect them

8. Artifacts
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
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
Values - Basic Underlying Assumptions
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration

9. Organizational Plan
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
Individual empowerment reigns - Structure is at a minimum
A subset of a larger organization plan though often used incorrectly to mean operational plan
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

10. Responsbility/Staff Relationships
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
VA commits to omproving his/her knoweldge - skills and ability to make judgements
VA accepts responsbility to involve people in decisions that directly affect them
VA commits to reflective decision making with the intent of advancing the long-term greater good

11. Entrepreneurial Program
Individual empowerment reigns - Structure is at a minimum
Formal rules that govern behavior of a group
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
VA will base his/her actions on core ethical values and will not comprimise those values for convienence

12. The Fairness (or Justice) Approach

13. Responsiblilty/Continuiys Improvement
VA commits to omproving his/her knoweldge - skills and ability to make judgements
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
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
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

14. Traditional Volunteer Program
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
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
Will refer specifically to distinguish them from implmentation actions themselves

15. Values
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
VA commits to omproving his/her knoweldge - skills and ability to make judgements
A set of core beliefs and attitudes that guide actions
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback

16. Responsiblity/Professioanl Responsibility
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
The direct products of program activities - usually measured in terms of volume of work accomplished ie: tangeable results that can be measured in numbers (program attendees - persons trained - meals delivered)
VA (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 accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves

17. 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
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
A subset of a larger organization plan though often used incorrectly to mean operational plan
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented

18. Basic Underlying Assumptions
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
VA accepts responsbility to involve people in decisions that directly affect them
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
The theories-in-use or worldviews that explain and make sense of what happens in the organization

19. Components of a Well Run Volunteer Program
A set of core beliefs and attitudes that guide actions
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy

20. Trustworthiness/Limitations to Loyalty
VA is commited to fairness and forthrghtness
VA understands personal and professioanl limits of his/her loyalty to his/her volunteers - clients and organization and prioitizes them clearly and appropriately to minimize liability and risk to everyone involved
VA will 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

21. Program Plan
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
Will refer specifically to distinguish them from implmentation actions themselves
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

22. Imputs
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
A set of core beliefs and attitudes that guide actions
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff

23. Responsiblilty/Self-Disclosurer and Self-Restraint
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
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 commits to reflective decision making with the intent of advancing the long-term greater good

24. 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
Plan - Pattern - Position - Perspective - Ploy
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
VA is commited to fairness and forthrghtness

25. Market Culture
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
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
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

26. Justice & Fairness/Impartiality
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
VA is responsible for identifying policies - procedures and circumstances that might result in a conflict of interst be appropriately and professioanlly addressing the issue at hand and eliminating it as a conflict
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
VA commits to omproving his/her knoweldge - skills and ability to make judgements

27. Trustworthiness/Truthfullness
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
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
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements

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

29. The Virtue Approach
A set of core beliefs and attitudes that guide actions
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
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
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

30. Code of Ethics
VA is commited to fairness and forthrghtness
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
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
Formal rules that govern behavior of a group

31. Trustworthiness/Principled
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
VA understands and works to promote the core ethical values
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

32. Volunteer Administrators should maintain a program that is...
Accessable to Diverse Groups - Operates Ethically with all stakeholders - Strives for excellance - Maintains the public trust - Sustains a helping environment - Is at low risk for legal actions againat it
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 involve people in decisions that directly affect them
Values - Basic Underlying Assumptions

33. 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
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
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
Will refer specifically to distinguish them from implmentation actions themselves

34. Responsbility/Diligence
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
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

35. 5 P's for Strategy
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
Plan - Pattern - Position - Perspective - Ploy
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. 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 commits to omproving his/her knoweldge - skills and ability to make judgements
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
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

37. Justice & Fairness/Equality
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.
Largest in scope specifying the purpose - goals and programs of the organization. Clarifys the mission or purpose - identifying the desired status or vision over a period of time - analyzing the external and internal environments - establishing large
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
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

38. Community Assessment
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
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
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
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

39. Direct costs
VA accepts responsiblilty to be reliable - careful - prepared and well informed
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
A subset of a larger organization plan though often used incorrectly to mean operational plan

40. 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
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 understands and works to promote the core ethical values
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods

41. Operational Plan

42. Hierarchy Culture
VA commits to omproving his/her knoweldge - skills and ability to make judgements
Workplace is very formal and structured (Traditional Volunteer Program)
Conflicts of interst between two or more ehical intersts
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

43. Trustworthiness/Moral Courage
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
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms

44. Three Levels of Culture Artifacts
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 develop a volunteer program that will enhance and extend the work of the organiations paid staff
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
Values - Basic Underlying Assumptions

45. The Common Good Approach

46. Responsibility/Doing one's Best
Will refer specifically to distinguish them from implmentation actions themselves
VA accepts responsibility to pursue excellance even when resources are limited
VA accepts resonsibility to assure clear communication regarding commitments made on behalf of the organization - staff or volunteers. To maximize success - the VA accepts responsiblity to establish contacts and agreements that are understood and pra
VA is commited to fairness and forthrghtness

47. Project Evaluation and Review Technique PERT
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
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
Plan - Pattern - Position - Perspective - Ploy
Formal rules that govern behavior of a group

48. Trustworthiness/Reasonablilty of Copmmitments
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
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
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
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented

49. Ehical Dilemmas
VA commits to omproving his/her knoweldge - skills and ability to make judgements
Conflicts of interst between two or more ehical intersts
The theories-in-use or worldviews that explain and make sense of what happens in the organization
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer

50. 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
Presents a vision of society as a community whose members are joined in a shared pursiut of values and goals they hold in common. Comprised of individuals whose own good is inextricably bound to the good of a whole. 'What is ethical is what advances
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
VA will base his/her actions on core ethical values and will not comprimise those values for convienence