Performance Management Flashcards
7 cards from real CVA practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Performance Management flashcards as text
A volunteer consistently arrives late to shifts. What is the BEST first step for the volunteer manager?
Answer: Have a private, non-judgmental conversation to understand the cause
A private conversation allows the manager to understand root causes and explore solutions before taking corrective action.
Which document is most useful for conducting a formal volunteer performance review?
Answer: A position description outlining expected duties and competencies
The position description provides the benchmark of expected duties and competencies against which performance can be measured.
What is the primary purpose of setting SMART goals with volunteers during a performance review?
Answer: To provide clear, measurable targets that guide volunteer development
SMART goals give volunteers specific, achievable targets that clarify expectations and support growth.
A volunteer who was previously high-performing has become disengaged. Which approach best addresses this situation?
Answer: Check in with the volunteer to explore any changes in motivation or personal circumstances
Proactively checking in helps identify whether the disengagement stems from personal, organizational, or role-related factors.
Peer-to-peer feedback among volunteers is best used as:
Answer: A supplemental input that provides a broader perspective on volunteer contributions
Peer feedback enriches performance data but should complement, not replace, supervisory assessments.
When a volunteer's performance issue persists after informal coaching, the next appropriate step is typically to:
Answer: Issue a formal written warning with documented expectations and a timeline for improvement
A formal written warning documents the issue, sets clear expectations, and provides a structured improvement timeline.
Which statement best reflects an equity-centered approach to volunteer performance management?
Answer: Recognize that volunteers have different backgrounds and may need differentiated support to meet expectations
An equity-centered approach acknowledges individual differences and provides tailored support so all volunteers can succeed.