Certified Volunteer Administrator

Instructions:

• Answer 50 questions in 15 minutes.
• If you are not ready to take this test, you can study here.
• Match each statement with the correct term.
• Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.

1. The Rights Approach
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
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


2. Trustworthiness/Moral Courage
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
Conflicts of interst between two or more ehical intersts
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


3. What is a 'Right'?
VA accepts responsiblilty to be reliable - careful - prepared and well informed
A subset of a larger organization plan though often used incorrectly to mean operational plan
VA understands and works to promote the core ethical 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


4. Responsbility/Diligence
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 assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
VA accepts responsiblilty to be reliable - careful - prepared and well informed
Individual empowerment reigns - Structure is at a minimum


5. Solving Ethical Delemmas
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
The theories-in-use or worldviews that explain and make sense of what happens in the organization
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
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


6. Justice & Fairness/Procedural Fairness
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 understands and works to promote the core ethical values
Formal rules that govern behavior of a group
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions


7. Organizational Plan
A subset of a larger organization plan though often used incorrectly to mean operational plan
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
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 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


8. Respect/Self-Determination
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 involve people in decisions that directly affect them
Will refer specifically to distinguish them from implmentation actions themselves
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration


9. 360 Degree Feedback
Values - Basic Underlying Assumptions
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 assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet


10. Traditional Volunteer Program
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
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
Focused on connection and collaboration fits with clan culture - A place in which volunteers would look for meaning and purpose as things emerged in process


11. Caring/Compasion & Generosity

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12. Activities

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13. Responsibility/Doing one's Best
VA accepts responsbility to involve people in decisions that directly affect them
VA accepts responsibility to pursue excellance even when resources are limited
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus


14. 9 Components of a Business Plan
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.
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
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
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)


15. Imputs
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
Formal rules that govern behavior of a group
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies


16. Trustworthiness/Candor
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
VA is commited to fairness and forthrghtness
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


17. Justice & Fairness/Equality
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
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
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project


18. Ehtics
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
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.


19. What is ethics is NOT
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
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Plan - Pattern - Position - Perspective - Ploy


20. Program Plan
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
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


21. 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
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
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
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


22. Outputs
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
Will refer specifically to distinguish them from implmentation actions themselves
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)


23. Citizenship & Philanthropy/Philosophy of Volunteerism
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
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
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
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness


24. Serendipitous Volunteer Program
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
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 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


25. Respect/Neutrality
VA accepts responsibility to pursue excellance even when resources are limited
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 responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
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


26. Social Change Volunteer Program
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
Identifies certain interests or activites that our behavior mush respect - espicially those areas of our lives that are of such value to us that they merit protection from others - e.g. Each person has a fundemental right to be respectes and treated
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness


27. Task Oriented Performace Management
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
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 seek to overcome obstacles to excellance
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer


28. Entrepreneurial Program
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
The theories-in-use or worldviews that explain and make sense of what happens in the organization
Individual empowerment reigns - Structure is at a minimum
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture


29. Respect/Human Dignity
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
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.
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved


30. Trustworthiness/Truthfullness
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)
Conflicts of interst between two or more ehical intersts
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 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


31. Contest Strategy
VA understands and works to promote the core ethical values
The theories-in-use or worldviews that explain and make sense of what happens in the organization
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 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


32. Citizenship & Philanthropy/Social Responsbility
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 responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness


33. Market 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
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
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


34. Trustworthiness/Addressing Conflicts of Interest
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
Values - Basic Underlying Assumptions
Individual empowerment reigns - Structure is at a minimum
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus


35. Code of Ethics
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
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
Formal rules that govern behavior of a group


36. Six Characterisics of an Ethical Dilemma

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37. Strategic Performance Management

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38. Colaborative 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
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
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


39. Project Evaluation and Review Technique PERT
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
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
Conflicts of interst between two or more ehical intersts


40. Trustworthiness/Limitations to Loyalty
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
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


41. What is a 'Duty'?
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
Supervisor ensures that the role and responsibilities are understood and carried out effectively but also fosuses to a varying extent on the developmnet of the volunteer Generally take about an hour
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback


42. Three Levels of Culture Artifacts
Values - Basic Underlying Assumptions
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
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


43. Ehical Dilemmas
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
The theories-in-use or worldviews that explain and make sense of what happens in the organization
VA is commited to fairness and forthrghtness
Conflicts of interst between two or more ehical intersts


44. Campaign Strategy
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
Determination is based on there not being consensus that change needs to happen
Conflicts of interst between two or more ehical intersts


45. Components of a Well Run Volunteer Program
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
A set of core beliefs and attitudes that guide actions
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
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy


46. Operational Plan

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47. Clan Culture
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
Individual empowerment reigns - Structure is at a minimum
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
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture


48. The Virtue Approach
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
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 commits to reflective decision making with the intent of advancing the long-term greater good
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


49. Project Plan
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
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
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
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


50. Responsiblilty/Perserverance
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 will seek to overcome obstacles to excellance
VA accepts responsibility to pursue excellance even when resources are limited
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