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. Project 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
A subset of a larger organization plan though often used incorrectly to mean operational plan
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 will seek to overcome obstacles to excellance


2. Traditional Volunteer Program
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
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
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
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements


3. Operational Plan

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


5. Responsbility/Diligence
VA accepts responsiblilty to be reliable - careful - prepared and well informed
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
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 supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer


6. Caring/Compasion & Generosity

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7. Respect/Privacy
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
Workplace is very formal and structured (Traditional Volunteer Program)
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
Formal rules that govern behavior of a group


8. Responsiblity/Professioanl Responsibility
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service


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


10. Task Oriented Performace Management
1. It's hard to name 2. Its embedded in specific context 3. It may not be obvious 4. It addresses the clalims of multiple stakeholders 5. It involves a situation where an individual wants to do the right thing but either does not know what what is o
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
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


11. Program Plan
A set of core beliefs and attitudes that guide actions
Will refer specifically to distinguish them from implmentation actions themselves
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
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


12. Responsiblilty/Self-Disclosurer and Self-Restraint
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
VA will seek to overcome obstacles to excellance
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
VA commits to reflective decision making with the intent of advancing the long-term greater good


13. Solving Ethical Delemmas
Conflicts of interst between two or more ehical intersts
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
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
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.


14. Campaign Strategy
Determination is based on there not being consensus that change needs to happen
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
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.
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness


15. Social Change Volunteer Program
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
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
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
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness


16. 5 P's for Strategy
Plan - Pattern - Position - Perspective - Ploy
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
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions


17. Responsiblilty/Continuiys Improvement
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
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 assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors


18. Market Culture
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
VA will base his/her actions on core ethical values and will not comprimise those values for convienence


19. Activities

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20. Justice & Fairness/Impartiality
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 accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
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
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors


21. 9 Components of a Business Plan
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
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
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
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


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


23. The Common Good Approach

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24. Trustworthiness/Limitations to Loyalty
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
Will refer specifically to distinguish them from implmentation actions themselves
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
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


25. Outputs
VA accepts responsbility to involve people in decisions that directly affect them
An ethical demand that you can make of other people ie: the right to speak your opinion or the right not to be hurt or offended
The benefits or changes for individuals or populations during or after participationg in program activities ie: behavior - skills - knoweldge - attitudes - value - conditions - status or other attributes
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. Three Levels of Culture Artifacts
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
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
Values - Basic Underlying Assumptions
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


27. Trustworthiness/Addressing Conflicts of Interest
VA is commited to fairness and forthrghtness
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
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


28. Six Characterisics of an Ethical Dilemma

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29. Colaborative Strategy
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
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
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


30. Code of Ethics
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
Formal rules that govern behavior of a group
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented


31. Trustworthiness/Reasonablilty of Copmmitments
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 accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
VA is commited to fairness and forthrghtness
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration


32. Respect/Self-Determination
VA accepts responsbility to involve people in decisions that directly affect them
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
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 responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service


33. Citizenship & Philanthropy/Social Responsbility
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
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
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness


34. Organizational Plan
Determination is based on there not being consensus that change needs to happen
VA understands and works to promote the core ethical values
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
A subset of a larger organization plan though often used incorrectly to mean operational plan


35. Responsbility/Staff Relationships
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
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
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
Individual empowerment reigns - Structure is at a minimum


36. What is a 'Right'?
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
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 other poeple can make of you ie: the duty not to hurt or offend others
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


37. What is ethics is NOT
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
Plan - Pattern - Position - Perspective - Ploy
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


38. Justice & Fairness/Equality
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
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
Plan - Pattern - Position - Perspective - Ploy
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably


39. Entrepreneurial Program
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
VA accepts responsibility to pursue excellance even when resources are limited
Individual empowerment reigns - Structure is at a minimum


40. Trustworthiness/Sincerity & Non Deception
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
A set of core beliefs and attitudes that guide actions
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


41. Basic Underlying Assumptions
VA is commited to fairness and forthrghtness
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
The theories-in-use or worldviews that explain and make sense of what happens in the organization


42. Six Pillars of Core Ethics
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
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
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves


43. Strategic Performance Management

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44. Direct costs
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
VA is commited to fairness and forthrghtness
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
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented


45. Strategic 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
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
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project


46. Responsiblilty/Perserverance
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
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 will seek to overcome obstacles to excellance
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


47. Trustworthiness/Candor
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
VA is commited to fairness and forthrghtness
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


48. 360 Degree Feedback
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
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 responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service


49. 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
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
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback


50. Respect/Neutrality
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 responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
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 accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service