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Certified Volunteer Administrator

Subjects : certifications, business-skills

Instructions:

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

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

1. Serendipitous Volunteer Program
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 subset of a larger organization plan though often used incorrectly to mean operational plan
Determination is based on there not being consensus that change needs to happen
A set of core beliefs and attitudes that guide actions

2. Strategic Performance Management

3. Traditional Volunteer Program
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
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
Formal rules that govern behavior of a group

4. Campaign Strategy
Determination is based on there not being consensus that change needs to happen
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
VA is commited to fairness and forthrghtness
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet

5. Respect/Privacy
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 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 responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
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

6. Trustworthiness/Sincerity & Non Deception
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
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 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
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms

7. Imputs
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
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 understands and works to promote the core ethical values
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

8. 9 Components of a Business Plan
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
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
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
Conflicts of interst between two or more ehical intersts

9. 5 P's for Strategy
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
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
Plan - Pattern - Position - Perspective - Ploy
VA assumes the responsiblilty to treat all indiviauals with whom he/she work equitably

10. The Common Good Approach

11. 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
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
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

12. Justice & Fairness/Procedural Fairness
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
Conflicts of interst between two or more ehical intersts
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements

13. Values
Focuses on the concenquences that actions or policies have on the well-being ('utility') of all persons directly or indirectly affected by the action or policy
A set of core beliefs and attitudes that guide actions
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
VA accepts responsibility to pursue excellance even when resources are limited

14. 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
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
VA commits to omproving his/her knoweldge - skills and ability to make judgements
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus

15. Code of Ethics
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
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

16. Social Change Volunteer Program
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
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
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
Formal rules that govern behavior of a group

17. Basic Underlying Assumptions
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 assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
The theories-in-use or worldviews that explain and make sense of what happens in the organization
VA will seek to overcome obstacles to excellance

18. Community Assessment
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
Individual empowerment reigns - Structure is at a minimum
Conflicts of interst between two or more ehical intersts
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.

19. Respect/Neutrality
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
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
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
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

20. Six Pillars of Core Ethics
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
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
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

21. Citizenship & Philanthropy/Philosophy of Volunteerism
Workplace is very formal and structured (Traditional Volunteer Program)
VA assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
VA is commited to fairness and forthrghtness
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

22. Task Oriented Performace Management
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
VA accepts responsbility for development of volunteer programs and initiatives that respect and enhance the human dignity of all involved
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer

23. The Virtue Approach
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 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 understands and works to promote the core ethical values

24. Responsiblity/Professioanl Responsibility
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
Conflicts of interst between two or more ehical intersts
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves

25. Responsbility/Diligence
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
Values - Basic Underlying Assumptions
VA accepts responsiblilty to be reliable - careful - prepared and well informed
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others

26. Hierarchy Culture
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 assumes responsbility for having impartial and objective standards that avoid discriminatory or prejudicial behaviors
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
Workplace is very formal and structured (Traditional Volunteer Program)

27. Operational Plan

28. Components of a Well Run Volunteer Program
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
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 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

29. Ehical Dilemmas
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
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
Conflicts of interst between two or more ehical intersts

30. The Fairness (or Justice) Approach

31. Four types of Organizational Cultures
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
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
Citizenship & Philanthropy - Respect - Responsibility - Caring - Justice & Fairness - Trustworthiness
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture

32. Outcomes
VA accepts responsiblilty to be reliable - careful - prepared and well informed
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
Will refer specifically to distinguish them from implmentation actions themselves
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. Clan Culture
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
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
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
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus

34. 360 Degree Feedback
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
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
Will refer specifically to distinguish them from implmentation actions themselves
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet

35. Organizational Plan
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
A subset of a larger organization plan though often used incorrectly to mean operational plan
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms

36. Entrepreneurial Program
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
Individual empowerment reigns - Structure is at a minimum
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
Conflicts of interst between two or more ehical intersts

37. Artifacts
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
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
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
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

38. Trustworthiness/Candor
VA is commited to fairness and forthrghtness
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 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

39. 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
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
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
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements

40. The Utilitarian Approach

41. Market Culture
External focus/differentiation - Highly Competitive - Results oriented/Goal oriented
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms
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. 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

42. Trustworthiness/Reasonablilty of Copmmitments
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
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

43. 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
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
Values - Basic Underlying Assumptions
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service

44. What is a 'Duty'?
VA accepts responsiblilty to be reliable - careful - prepared and well informed
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
Formal rules that govern behavior of a group
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science

45. Project Evaluation and Review Technique PERT
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
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 process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
Strongly held beliefs that are espoused or stated by members of the group - program or organization including verbal and written forms

46. The Rights Approach
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
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
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 understands and works to promote the core ethical values

47. Respect/Human Dignity
VA commits to omproving his/her knoweldge - skills and ability to make judgements
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 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

48. Task and Development-Oriented Perfromance Management
Not the same as feelings - Not Religion - Not following the law - Not following currently accepted norms - No Science
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
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
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements

49. Responsiblilty/Continuiys Improvement
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 commits to omproving his/her knoweldge - skills and ability to make judgements
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration
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

50. Ehtics
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)
Plan - Pattern - Position - Perspective - Ploy
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 particular code of values about how someone behaves or a swt of standards by which individuals judge one another - organizations and every day occurances.