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

2. Citizenship & Philanthropy/Philosophy of Volunteerism
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
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
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service

3. Justice & Fairness/Equality
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
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 assumes the responsiblilty to treat all indiviauals with whom he/she work equitably
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

4. Outcomes
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
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
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

5. Components of a Well Run Volunteer Program
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
Values - Basic Underlying Assumptions
VA will seek to overcome obstacles to excellance
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy

6. Market Culture
VA commits to reflective decision making with the intent of advancing the long-term greater good
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
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc

7. Volunteer Administrators should maintain a program that is...
Determination is based on there not being consensus that change needs to happen
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 commits to reflective decision making with the intent of advancing the long-term greater good
Individual empowerment reigns - Structure is at a minimum

8. Respect/Neutrality
VA understands and works to promote the core ethical values
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
VA commits to omproving his/her knoweldge - skills and ability to make judgements

9. Code of Ethics
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
VA commits to reflective decision making with the intent of advancing the long-term greater good
Formal rules that govern behavior of a group
Determination is based on there not being consensus that change needs to happen

10. Four types of Organizational Cultures
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
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture

11. Traditional Volunteer Program
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
Plan - Pattern - Position - Perspective - Ploy
Workplace is very formal and structured (Traditional Volunteer Program)
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements

12. Outputs
Formal rules that govern behavior of a group
Conflicts of interst between two or more ehical intersts
Focuses on how fairly or unfairly our actions distribute benefits and burdens among members of a group. Fairness requires consistancy in the the way people are treated. 'Treat people the same way unless there are morally revelant differences between
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)

13. 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 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
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action

14. Values
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
A set of core beliefs and attitudes that guide actions
A dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration

15. Organizational Plan
A subset of a larger organization plan though often used incorrectly to mean operational plan
VA commits to reflective decision making with the intent of advancing the long-term greater good
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
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy

16. The Common Good Approach

17. Task Oriented Performace Management
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
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
The supervisor ensures that duties as set out in the job description are understood and carried out effectively by the volunteer

18. Entrepreneurial Program
1. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
Individual empowerment reigns - Structure is at a minimum
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service

19. Project Evaluation and Review Technique PERT
VA accepts responsiblilty to be reliable - careful - prepared and well informed
The theories-in-use or worldviews that explain and make sense of what happens in the organization
Values - Basic Underlying Assumptions
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. Trustworthiness/Addressing Conflicts of Interest
VA commits to omproving his/her knoweldge - skills and ability to make judgements
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 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

21. 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
Will examine the market to determine how many persons need the service - and to determine the best methods of delivery.
What the program does with the imputs to fulfill it's mission ie: strategies - techniques and methods
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)

22. 5 P's for Strategy
VA accepts responsibility to promote understanding and the actualization of mutual benefite inherent in any act of volunteer service
A set of core beliefs and attitudes that guide actions
Plan - Pattern - Position - Perspective - Ploy
VA assumes responsibility to have an open and imparital process for collection and evlauating inofrmation critical for making decisions

23. Hierarchy Culture
Workplace is very formal and structured (Traditional Volunteer Program)
Plan - Pattern - Position - Perspective - Ploy
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
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project

24. Responsbility/Diligence
VA accepts responsiblilty to be reliable - careful - prepared and well informed
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
Values - Basic Underlying Assumptions
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

25. What is a 'Duty'?
Dedicated to consciousness-raising for change - Would fit a program in which competitivenss is desired - Based on social change more then economic competitiveness
An ethical demand that other poeple can make of you ie: the duty not to hurt or offend others
VA will seek to overcome obstacles to excellance
Managing this requires a planned - perscribed - gradual and intentional approach - Program evaluation consistant with outcome and performance-based measurements

26. The Virtue Approach
VA accepts responsiblilty to respect the privacy of people and safeguard info (written - electronic - audio - visual and verbal formats) identified as confidential
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 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)
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

27. Trustworthiness/Candor
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
Plan - Pattern - Position - Perspective - Ploy
VA is commited to fairness and forthrghtness
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

28. Artifacts
The tangible things and behaviors one observes including physical space - what is on the walls - written documents - interactions between staff adn volunteers - what is said in hallway conversation and a host of other possible actions in the course o
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
Conflicts of interst between two or more ehical intersts
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

29. The Fairness (or Justice) Approach

30. Program Plan
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
The theories-in-use or worldviews that explain and make sense of what happens in the organization
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.
Will refer specifically to distinguish them from implmentation actions themselves

31. Operational Plan

32. Imputs
VA commits to reflective decision making with the intent of advancing the long-term greater good
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
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

33. Direct costs
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
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. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
Facilities - personnel salaries - tools and equipment - maintence - advertising - etc

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

35. Responsbility/Staff Relationships
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
VA accepts responsbility to develop a volunteer program that will enhance and extend the work of the organiations paid staff
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
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.

36. Trustworthiness/Moral Courage
The process of gathering feedback from supervisors - clients -and co-owrkers as one part of a performance management process - Best used for developmet
Values - Basic Underlying Assumptions
VA will base his/her actions on core ethical values and will not comprimise those values for convienence
Desigened to analtze and represent the tasks involved in completing a given project - driven by the minimum time needed to complete the total project

37. Trustworthiness/Clarity of Commitments on Behalf of the Organization - Staff and/or Volunteers
VA accepts responsibility to create a social climate in which human needs can be met and human values enhanced
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 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
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action

38. Trustworthiness/Sincerity & Non Deception
Determination is based on there not being consensus that change needs to happen
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 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 will seek to overcome obstacles to excellance

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

40. Responsiblilty/Perserverance
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
Formal rules that govern behavior of a group
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 will seek to overcome obstacles to excellance

41. 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
Values - Basic Underlying Assumptions
Organizational Management - Human Resource Management - Accountability - Leadership & Advocacy
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

42. Ehical Dilemmas
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. The Hierarchy Culture 2. The Market Culture 3. The Clan Culture 4. The Adhocracy Culture
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

43. Clan Culture
Internal focus/integration - Harmony and loyalty - Emphasis on cohesion - development and morale - Teamwork - participation and consensus
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 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 accepts responsiblilty to be reliable - careful - prepared and well informed

44. Adhocracy Culture
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
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
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 dynamic - entrepreneurial workplace in which people take risks and act in ver innovative ways - The anti-administration

45. Trustworthiness/Reasonablilty of Copmmitments
VA accepts responsibility to be reasonable - realistic and professional in determining the appropriateness of expectations or requests
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
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
Values - Basic Underlying Assumptions

46. Colaborative Strategy
Resources dedicated to or consumed by the program ie: money - staff - time - equipment - supplies
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
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 other poeple can make of you ie: the duty not to hurt or offend others

47. 360 Degree Feedback
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
Analyzing the interests at stake - judging the moral implications of these interstes and making a decission of the proper course of action
Individual empowerment reigns - Structure is at a minimum

48. Values
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 other poeple can make of you ie: the duty not to hurt or offend others
VA accepts responsbility to contribute to the credibility of the profession in the eyes of those it serves
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

49. Trustworthiness/Principled
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 particular code of values about how someone behaves or a swt of standards by which individuals judge one another - organizations and every day occurances.
Conflicts of interst between two or more ehical intersts
VA understands and works to promote the core ethical values

50. Caring/Compasion & Generosity