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. Adhocracy Culture
VA accepts responsbility to involve people in decisions that directly affect them
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
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


2. Trustworthiness/Clarity of Commitments on Behalf of the Organization - Staff and/or Volunteers
VA accepts resonsibility to assure clear communication regarding commitments made on behalf of the organization - staff or volunteers. To maximize success - the VA accepts responsiblity to establish contacts and agreements that are understood and pra
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
VA (Volunteer Administrator) accepts responsibility for on-going development of a personal coherent philosophy of volunteerim as a foundation for working with others in developing volunteer programs
VA 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. Community Assessment
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.
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science


4. Task Oriented Performace Management
Plan - Pattern - Position - Perspective - Ploy
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
VA commits to reflective decision making with the intent of advancing the long-term greater good


5. Justice & Fairness/Procedural Fairness
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
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 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 responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions


6. Responsiblilty/Self-Disclosurer and Self-Restraint
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
Determination is based on there not being consensus that change needs to happen
VA commits to reflective decision making with the intent of advancing the long-term greater good
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


7. Trustworthiness/Truthfullness
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
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
Plan - Pattern - Position - Perspective - Ploy
VA is commited to the truth and assuring that all verbal and written agreements and contracts for volunteers and staff are founded on the premise of open and honest interaction


8. Components of a Well Run Volunteer Program
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
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science


9. Trustworthiness/Principled
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 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 responsiblilty to be reliable - careful - prepared and well informed
VA understands and works to promote the core ethical values


10. Activities

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11. Trustworthiness/Moral Courage
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
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


12. Responsiblilty/Continuiys Improvement
A subset of a larger organization plan though often used incorrectly to mean operational plan
Conflicts of interst between two or more ehical intersts
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
VA commits to omproving his/her knoweldge - skills and ability to make judgements


13. Project Evaluation and Review Technique PERT
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
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
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
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies


14. Trustworthiness/Addressing Conflicts of Interest
Will refer specifically to distinguish them from implmentation actions themselves
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
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
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


15. Outputs
Determination is based on there not being consensus that change needs to happen
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)
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
Individual empowerment reigns - Structure is at a minimum


16. Justice & Fairness/Equality
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture


17. Three Levels of Culture Artifacts
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
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
Values - Basic Underlying Assumptions
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy


18. Volunteer Administrators should maintain a program that is...
Accessable to Diverse Groups - Operates Ethically with all stakeholders - Strives for excellance - Maintains the public trust - Sustains a helping environment - Is at low risk for legal actions againat it
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
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


19. Trustworthiness/Limitations to Loyalty
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 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
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project


20. Ehtics
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. 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
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
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.


21. Values
Plan - Pattern - Position - Perspective - Ploy
A set of core beliefs and attitudes that guide actions
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
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


22. The Virtue Approach
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
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
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 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


23. The Rights Approach
Identifies certain interests or activites that our behavior mush respect - espicially those areas of our lives that are of such value to us that they merit protection from others - e.g. Each person has a fundemental right to be respectes and treated
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
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
Plan - Pattern - Position - Perspective - Ploy


24. Trustworthiness/Reasonablilty of Copmmitments
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
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 responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy


25. Market 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
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture


26. 5 P's for Strategy
Determination is based on there not being consensus that change needs to happen
Plan - Pattern - Position - Perspective - Ploy
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action


27. 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
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
The theories-in-use or worldviews that explain and make sense of what happens in the organization


28. 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
VA accepts responsbility to involve people in decisions that directly affect them
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


29. Values
Workplace is very formal and structured (Traditional Volunteer Program)
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 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


30. What is a 'Duty'?
Workplace is very formal and structured (Traditional Volunteer Program)
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
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


31. Responsbility/Staff Relationships
1. It's hard to name 2. Its embedded in specific context 3. It may not be obvious 4. It addresses the clalims of multiple stakeholders 5. It involves a situation where an individual wants to do the right thing but either does not know what what is o
Used if there is good communication and reasonably strong relationahip - a situation in which those persons targeted for change are in agreement that something in which those persons targeted for change are in agreement that smoething needs to happen
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy


32. Artifacts
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
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
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
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


33. Solving Ethical Delemmas
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 commits to reflective decision making with the intent of advancing the long-term greater good
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
VA understands and works to promote the core ethical values


34. Operational Plan

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35. Contest Strategy
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
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
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


36. Responsbility/Diligence
VA accepts responsbility to involve people in decisions that directly affect them
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
VA will interact with all volunteers in a forthright manner with the upmost sincerity and good intent - never conduction business in a deceptive manner and continually promoting that principal throguhout the organization
VA accepts responsiblilty to be reliable - careful - prepared and well informed


37. Responsibility/Doing one's Best
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
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
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
VA accepts responsibility to pursue excellance even when resources are limited


38. Trustworthiness/Sincerity & Non Deception
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 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
Will refer specifically to distinguish them from implmentation actions themselves
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods


39. Imputs
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
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
Conflicts of interst between two or more ehical intersts
Workplace is very formal and structured (Traditional Volunteer Program)


40. Six Characterisics of an Ethical Dilemma

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41. Outcomes
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 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
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 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


42. Citizenship & Philanthropy/Philosophy of Volunteerism
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 subset of a larger organization plan though often used incorrectly to mean operational plan
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Formal rules that govern behavior of a group


43. Respect/Neutrality
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
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 create a social climate in which human needs can be met and human values enhanced
Values - Basic Underlying Assumptions


44. Colaborative Strategy
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
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 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


45. 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
The theories-in-use or worldviews that explain and make sense of what happens in the organization
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies


46. Code of Ethics
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
Determination is based on there not being consensus that change needs to happen
Formal rules that govern behavior of a group
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action


47. The Common Good Approach

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48. Social Change Volunteer Program
The theories-in-use or worldviews that explain and make sense of what happens in the organization
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
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
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness


49. Strategic Performance Management

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50. Respect/Self-Determination
Values - Basic Underlying Assumptions
VA accepts responsbility to involve people in decisions that directly affect them
Plan - Pattern - Position - Perspective - Ploy
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms