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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. Clan Culture
VA is commited to fairness and forthrghtness
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
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

2. Components of a Well Run Volunteer Program
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
Conflicts of interst between two or more ehical intersts

3. Contest Strategy
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
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
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
Conflicts of interst between two or more ehical intersts

4. What is ethics is NOT
Supervisor ensures that the role and responsibilities are understood and carried out effectively but also fosuses to a varying extent on the developmnet of the volunteer Generally take about an hour
Will refer specifically to distinguish them from implmentation actions themselves
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms

5. Trustworthiness/Limitations to Loyalty
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
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
Individual empowerment reigns - Structure is at a minimum
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

6. Trustworthiness/Reasonablilty of Copmmitments
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
VA understands and works to promote the core ethical values
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 be reasonable - realistic and professional in determining the appropriateness of expectations or requests

7. Responsibility/Doing one's Best
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
VA accepts responsibility to pursue excellance even when resources are limited
The theories-in-use or worldviews that explain and make sense of what happens in 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

8. Six Pillars of Core Ethics
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
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others

9. Artifacts
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
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
VA understands and works to promote the core ethical values

10. Strategic Plan
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
A subset of a larger organization plan though often used incorrectly to mean operational 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
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others

11. Three Levels of Culture Artifacts
Values - Basic Underlying Assumptions
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 accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
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

12. What is a 'Duty'?
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration

13. 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
Individual empowerment reigns - Structure is at a minimum
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 reflective decision making with the intent of advancing the long-term greater good

14. Trustworthiness/Candor
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
VA is commited to fairness and forthrghtness
VA will seek to overcome obstacles to excellance
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

15. Respect/Self-Determination
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
VA accepts responsbility to involve people in decisions that directly affect them
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions

16. Campaign Strategy
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
Determination is based on there not being consensus that change needs to happen
Formal rules that govern behavior of a group
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

17. Ehical Dilemmas
Conflicts of interst between two or more ehical intersts
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 commits to omproving his/her knoweldge - skills and ability to make judgements
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests

18. Outcomes
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
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 develop a volunteer program that will enhance and extend the work of the organiations paid staff
VA understands and works to promote the core ethical values

19. Outputs
Formal rules that govern behavior of a group
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
A set of core beliefs and attitudes that guide actions
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)

20. What is a 'Right'?
Workplace is very formal and structured (Traditional Volunteer Program)
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
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
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

21. Entrepreneurial Program
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
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
Individual empowerment reigns - Structure is at a minimum
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.

22. Responsiblilty/Self-Disclosurer and Self-Restraint
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
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
VA accepts responsiblilty to be reliable - careful - prepared and well informed
VA commits to reflective decision making with the intent of advancing the long-term greater good

23. Activities

24. 360 Degree Feedback
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 to develop a volunteer program that will enhance and extend the work of the organiations paid staff
Plan - Pattern - Position - Perspective - Ploy
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet

25. Four types of Organizational Cultures
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 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
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)

26. 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
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus

27. Justice & Fairness/Equality
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
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably

28. 9 Components of a Business Plan
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
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 responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff

29. Adhocracy Culture
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
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
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
VA accepts responsiblilty to be reliable - careful - prepared and well informed

30. Respect/Neutrality
VA accepts responsibility to pursue excellance even when resources are limited
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
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

31. Task and Development-Oriented Perfromance Management
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 responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
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

32. 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 responsibility to pursue excellance even when resources are limited
Individual empowerment reigns - Structure is at a minimum
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

33. Trustworthiness/Truthfullness
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
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
Formal rules that govern behavior of a group
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

34. Trustworthiness/Moral Courage
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 commits to reflective decision making with the intent of advancing the long-term greater good
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 will base his/her actions on core ethical values and will not comprimise those values for convienence

35. Organizational Plan
A subset of a larger organization plan though often used incorrectly to mean operational plan
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
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
Values - Basic Underlying Assumptions

36. Respect/Privacy
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
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
Formal rules that govern behavior of a group
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential

37. Code of Ethics
Formal rules that govern behavior of a group
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements

38. Program 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
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
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

39. The Virtue Approach
VA accepts responsbility to involve people in decisions that directly affect them
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 responsibility to pursue excellance even when resources are limited
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture

40. The Common Good Approach

41. The Rights Approach
VA will seek to overcome obstacles to excellance
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
VA understands and works to promote the core ethical values
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

42. Respect/Human Dignity
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
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)

43. Responsiblilty/Perserverance
A particular code of values about how someone behaves or a swt of standards by which individuals judge one another - organizations and every day occurances.
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
VA will seek to overcome obstacles to excellance

44. 5 P's for Strategy
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
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
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

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

46. Responsbility/Diligence
Conflicts of interst between two or more ehical intersts
VA accepts responsiblilty to be reliable - careful - prepared and well informed
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
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

47. Justice & Fairness/Procedural Fairness
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
VA accepts responsiblilty to be reliable - careful - prepared and well informed
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer

48. Responsiblilty/Continuiys Improvement
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
VA commits to omproving his/her knoweldge - skills and ability to make judgements
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness

49. Responsiblity/Professioanl Responsibility
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
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
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
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

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