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. Six Pillars of Core Ethics
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
A series of systematic activites designed to help the organization acheive its goals - Serves to help management to clarify - focus and research it's various strategies - to provide a resognizable framework in which the work will take plance and to o
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)
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


2. Solving Ethical Delemmas
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
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
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Individual empowerment reigns - Structure is at a minimum


3. Social Change Volunteer Program
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
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
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness


4. Outcomes
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
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
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 understands and works to promote the core ethical values


5. Volunteer Administrators should maintain a program that is...
VA commits to reflective decision making with the intent of advancing the long-term greater good
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
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.


6. Respect/Neutrality
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
The theories-in-use or worldviews that explain and make sense of what happens in the organization
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service


7. Hierarchy Culture
Workplace is very formal and structured (Traditional Volunteer Program)
Will refer specifically to distinguish them from implmentation actions themselves
VA will seek to overcome obstacles to excellance
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc


8. 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
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 theories-in-use or worldviews that explain and make sense of what happens in the organization


9. The Fairness (or Justice) Approach

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10. Artifacts
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 (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
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


11. Trustworthiness/Limitations to Loyalty
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
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 dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration


12. Trustworthiness/Candor
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 contribute to the credibility of the profession in the eyes of those it serves
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 is commited to fairness and forthrghtness


13. What is ethics is NOT
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
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
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


14. Responsiblilty/Self-Disclosurer and Self-Restraint
VA commits to reflective decision making with the intent of advancing the long-term greater good
Determination is based on there not being consensus that change needs to happen
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
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


15. Clan Culture
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
Values - Basic Underlying Assumptions
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


16. 9 Components of a Business Plan
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 understands and works to promote the core ethical values
1. Feasibility study 2. Building a business case3. Risk management analysis 4. Creating terms of reference 5. Determining the scope of the project 6. Identifying a sponsor - often someone in the organization 7. Developing a communications plan 8. Doi
A particular code of values about how someone behaves or a swt of standards by which individuals judge one another - organizations and every day occurances.


17. Justice & Fairness/Equality
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably


18. Citizenship & Philanthropy/Philosophy of Volunteerism
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
A subset of a larger organization plan though often used incorrectly to mean operational plan
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


19. Respect/Self-Determination
VA accepts responsbility to involve people in decisions that directly affect them
The theories-in-use or worldviews that explain and make sense of what happens in the organization
Focuses on the concenquences that actions or policies have on the well-being ('utility') of all persons directly or indirectly affected by the action or policy
VA (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


20. The Rights Approach
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
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 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 commits to reflective decision making with the intent of advancing the long-term greater good


21. Three Levels of Culture Artifacts
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
Values - Basic Underlying Assumptions
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
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


22. Operational Plan

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23. The Virtue Approach
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
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
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
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback


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


25. Strategic Performance Management

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


27. Components of a Well Run Volunteer Program
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
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
VA accepts responsiblilty to be reliable - careful - prepared and well informed
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


28. Market Culture
Conflicts of interst between two or more ehical intersts
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
VA understands and works to promote the core ethical values
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced


29. Trustworthiness/Addressing Conflicts of Interest
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
Workplace is very formal and structured (Traditional Volunteer Program)
VA is responsible for identifying policies - procedures and circumstances that might result in a conflict of interst be appropriately and professioanlly addressing the issue at hand and eliminating it as a conflict
Largest in scope specifying the purpose - goals and programs of the organization. Clarifys the mission or purpose - identifying the desired status or vision over a period of time - analyzing the external and internal environments - establishing large


30. Trustworthiness/Truthfullness
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
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
Most forward looking and most liked to the organization's overall mission and goals. May include 360 degree feedback


31. Ehtics
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
VA commits to omproving his/her knoweldge - skills and ability to make judgements
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
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.


32. Ehical Dilemmas
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
Conflicts of interst between two or more ehical intersts
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


33. Responsiblilty/Continuiys Improvement
Plan - Pattern - Position - Perspective - Ploy
VA accepts responsibility to pursue excellance even when resources are limited
VA commits to omproving his/her knoweldge - skills and ability to make judgements
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


34. Trustworthiness/Clarity of Commitments on Behalf of the Organization - Staff and/or Volunteers
VA will seek to overcome obstacles to excellance
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
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 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


35. Traditional Volunteer Program
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
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
VA will base his/her actions on core ethical values and will not comprimise those values for convienence


36. Respect/Privacy
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
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 promote understanding and the actualization of mutual benefite inherent in any act of volunteer service


37. Trustworthiness/Principled
VA understands and works to promote the core ethical values
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
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 supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer


38. Activities

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39. What is a 'Right'?
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 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 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
Conflicts of interst between two or more ehical intersts


40. Trustworthiness/Moral Courage
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
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 accepts responsbility to involve people in decisions that directly affect them


41. Justice & Fairness/Procedural Fairness
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
Focuses on the concenquences that actions or policies have on the well-being ('utility') of all persons directly or indirectly affected by the action or policy
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions


42. Justice & Fairness/Impartiality
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 responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
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 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


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


44. Project Plan
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
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
Values - Basic Underlying Assumptions


45. Program Plan
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
Will refer specifically to distinguish them from implmentation actions themselves


46. Trustworthiness/Sincerity & Non Deception
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
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 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
Determination is based on there not being consensus that change needs to happen


47. Responsiblilty/Perserverance
Focused on connection and collaboration fits with clan culture - A place in which volunteers would look for meaning and purpose as things emerged in process
Workplace is very formal and structured (Traditional Volunteer Program)
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 will seek to overcome obstacles to excellance


48. Caring/Compasion & Generosity

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49. 360 Degree Feedback
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
Individual empowerment reigns - Structure is at a minimum
Formal rules that govern behavior of a group


50. Campaign Strategy
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
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
Determination is based on there not being consensus that change needs to happen
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential