⚖ PMP – Code of Ethics & Professional Conduct
100% Complete Coverage • All 4 Values • All Mandatory & Aspirational Standards • Vision & Applicability • COI 3-Step Exception • Half-Truths • Property Rights • Retaliation • 15-Question Quiz
📊 Study Progress Tracker (auto-saved)
0. ⚡ Quick-Start Overview
🛡 Responsibility
Own decisions; protect public safety; report unethical conduct; accept only qualified assignments; pursue disciplinary action against retaliators.
🤝 Respect
Dignity for all; value diversity; address conflicts directly; behave professionally always; respect others' property rights.
⚖ Fairness
Impartial decisions; disclose ALL conflicts; apply rules uniformly; no bribery or favoritism; COI 3-step exception.
✅ Honesty
No deception, half-truths, out-of-context info, or misleading omissions; accurate reporting; safe truth-telling environment.
🔑 Master Formula for Every Exam Question
Ask: "What would a Responsible, Respectful, Fair, and Honest PM do?"
Safety > Schedule. Truth > Convenience. Disclosure > Silence. Code > Local Custom (when Code is more restrictive).
1. Vision, Purpose & Applicability
The PMI Code of Ethics and Professional Conduct expresses the values and behaviors that PMI expects of project management practitioners worldwide.
Vision: "As practitioners of project management, we are committed to doing what is right and honorable. We set high standards for ourselves, and we aspire to meet these standards in all aspects of our lives—at work, at home, and in service to our profession."
Who Is Covered MANDATORY EXAM TOPIC
| Group | Coverage Details |
|---|---|
| PMI Members | Fully covered from the moment of membership |
| Non-member credential holders | PMP, CAPM, PgMP, PMI-SP, PMI-RMP, PMI-ACP, PfMP, PMI-PBA — ALL covered |
| PMI credential applicants | Covered from the moment of application — before credentials are awarded |
| PMI volunteers | Covered in all volunteer activities for PMI |
Exam question: "Does the Code apply only to PMP holders?" Answer: NO. It applies to ALL credential holders, members, applicants, and volunteers — including non-members.
Global Applicability — The "More Restrictive" Rule MANDATORY
⚠ When Local Laws/Customs Conflict with the Code
Practitioners must follow the more restrictive standard — the one with the higher ethical bar.
- Local law permits small payments to officials → Code prohibits bribery → Follow the Code
- Local law requires higher disclosure than Code → Follow local law
- Gifts are customary in a region → Code prohibits gifts that influence decisions → Follow the Code
Q: You manage a project in a country where giving gifts to inspectors is legal and customary. A vendor suggests gifts to speed approvals. What do you do?
✅ Correct Action: Refuse. The PMI Code prohibits bribery globally. The Code is the more restrictive standard and must be followed regardless of local custom or legality.
✅ Correct Action: Refuse. The PMI Code prohibits bribery globally. The Code is the more restrictive standard and must be followed regardless of local custom or legality.
Whenever an exam question says "in this country it is customary/legal to…" — be alert. The answer follows the Code (more restrictive), not the local custom.
Mandatory vs. Aspirational — Full Comparison
| Feature | Mandatory (SHALL) | Aspirational (STRIVE) |
|---|---|---|
| Language | "We SHALL" / "We SHALL NOT" | "We aspire to…" / "We strive to…" |
| Nature | Minimum required floor of conduct | Highest ideal ceiling of conduct |
| Violation consequence | Can trigger PMI disciplinary action | No formal discipline — moral expectation only |
| Who it applies to | All covered practitioners — no exceptions | All covered practitioners — aspirational goal |
| Example | "We shall not engage in bribery" | "We strive to create a safe truth-telling environment" |
2. Responsibility
Core idea: We make decisions in the best interest of society, public safety, and the environment. We accept consequences for our decisions and take ownership of errors.
Aspirational Standards — Responsibility ASPIRE
- Make decisions based on the best interests of society, public safety, and the environment
- Accept only assignments consistent with our background, experience, skills, and qualifications
- Fulfill commitments — do what we say we will do
- Take ownership of errors and make corrections promptly
- Protect proprietary or confidential information entrusted to us
- Uphold this Code and hold each other accountable to it
- Uphold the policies, rules, regulations, and laws governing our work
- Report unethical or illegal conduct to appropriate management and those affected
- Bring violations of this Code to the attention of the appropriate body for resolution
Mandatory Standards — Responsibility SHALL
⛔ SHALL NOT:
- Shall NOT engage in behavior designed to deceive others (including creating false impressions)
- Shall NOT misrepresent qualifications, experience, or performance of services
- Shall NOT harm others to advance personal interests
- Shall NOT abuse our position of authority to enrich ourselves at others' expense
✅ SHALL:
- Shall inform ourselves of policies, rules, and regulations before starting work in a new area
- Shall report unethical or illegal conduct to appropriate management and, if needed, to those affected
- Shall pursue disciplinary action against those who engage in unethical behavior
False Complaints & Retaliation Prohibition OFTEN MISSED
⚠ Two Critical Mandatory Standards Often Overlooked:
- We only file ethics complaints when substantiated by facts. Filing a knowingly false or malicious complaint is itself a Code violation.
- We pursue disciplinary action against anyone who retaliates against a person raising ethics concerns in good faith. Retaliation is a mandatory violation.
Q: A team member raised an ethics concern. The accused colleague then gave that team member a poor performance review. What must the PM do?
✅ Correct Action: Pursue disciplinary action against the colleague. Retaliating against a good-faith whistleblower is a mandatory Code violation requiring disciplinary action.
✅ Correct Action: Pursue disciplinary action against the colleague. Retaliating against a good-faith whistleblower is a mandatory Code violation requiring disciplinary action.
Q: A PM files an ethics complaint based on rumors without verifying facts. Is this acceptable?
✅ Correct Answer: No. Filing unsubstantiated ethics complaints is itself a mandatory Responsibility violation.
✅ Correct Answer: No. Filing unsubstantiated ethics complaints is itself a mandatory Responsibility violation.
Scenarios & Exam Tips — Responsibility
Q: You discover a structural defect in a completed bridge that could be dangerous. Fixing it will cost $500K and delay the project 6 months. Your manager says "say nothing." What do you do?
✅ Correct Action: Report immediately to appropriate authorities regardless of manager's instructions. Public safety overrides cost, schedule, and manager directives — always.
✅ Correct Action: Report immediately to appropriate authorities regardless of manager's instructions. Public safety overrides cost, schedule, and manager directives — always.
Q: A client offers you a PM role on a nuclear decommissioning project. Your experience is only in commercial real estate. What do you do?
✅ Correct Action: Disclose your qualification gap honestly. Accept only if you can supplement with qualified expertise. Aspirational Responsibility requires assignments consistent with your qualifications.
✅ Correct Action: Disclose your qualification gap honestly. Accept only if you can supplement with qualified expertise. Aspirational Responsibility requires assignments consistent with your qualifications.
Safety ALWAYS wins on the PMP exam. No authority, schedule pressure, or cost argument overrides the obligation to protect public safety.
Taking a job you are not qualified for and hiding it violates BOTH Aspirational Responsibility (qualifications) and Mandatory Honesty (misrepresentation). Double violation.
3. Respect
Core idea: We show high regard for ourselves, others, and the resources entrusted to us — including the intellectual and physical property of others.
Aspirational Standards — Respect ASPIRE
- Inform ourselves about norms and customs of others; avoid disrespectful behaviors
- Listen to others' points of view, seeking to understand them
- Approach directly those persons with whom we have a conflict before escalating
- Conduct ourselves in a professional manner, even when it is not reciprocated
- Negotiate in good faith
Mandatory Standards — Respect SHALL
⛔ SHALL NOT:
- Shall NOT act in an abusive manner toward others
- Shall NOT discriminate based on gender, race, age, religion, disability, nationality, sexual orientation, or any characteristic protected by law in the region where we operate
- Shall NOT use our power or position to influence others' decisions for personal benefit at their expense
✅ SHALL:
- Shall negotiate in good faith
- Shall respect the property rights of others
- Shall not use authority to intimidate, threaten, or coerce
Property Rights of Others MANDATORY — OFTEN MISSED
📦 "We respect the property rights of others"
This Mandatory Respect standard covers intellectual property, physical property, and confidential data belonging to clients, employers, vendors, or team members:
- Do NOT copy proprietary software without license
- Do NOT use a former employer's proprietary tools or templates on a new job
- Do NOT share a client's trade secrets with competitors
- Do NOT use confidential project data for personal financial gain
- Do NOT take physical project materials for personal use
Q: You managed a project for Company A. Now working for Company B, you use Company A's proprietary estimating spreadsheet (taken when you left). Is this acceptable?
✅ Correct Answer: No. This violates the Mandatory Respect standard of protecting others' property rights. It may also be illegal (IP theft).
✅ Correct Answer: No. This violates the Mandatory Respect standard of protecting others' property rights. It may also be illegal (IP theft).
Property rights appear under RESPECT, not Responsibility or Honesty. On the exam: unauthorized use of another's tools, data, or IP = Respect violation.
Scenarios & Exam Tips — Respect
Q: A vendor representative is rude and dismissive during a project meeting. What does the Code require of you?
✅ Correct Answer: Remain professional regardless of the other party's behavior. "We conduct ourselves professionally even when it is not reciprocated." Then address the behavior directly with the vendor.
✅ Correct Answer: Remain professional regardless of the other party's behavior. "We conduct ourselves professionally even when it is not reciprocated." Then address the behavior directly with the vendor.
Q: A stakeholder refuses to attend meetings if a female PM facilitates, citing cultural reasons. How do you handle this?
✅ Correct Action: Do not accommodate discriminatory behavior even if culturally motivated. Mandatory Respect prohibits discrimination. Negotiate respectfully but firmly; escalate if needed.
✅ Correct Action: Do not accommodate discriminatory behavior even if culturally motivated. Mandatory Respect prohibits discrimination. Negotiate respectfully but firmly; escalate if needed.
Respect exam pattern: Address conflicts directly with the person FIRST — before going to management. "We approach directly those persons with whom we have a conflict."
4. Fairness
Core idea: We make decisions impartially and objectively, free from self-interest, prejudice, and favoritism.
Aspirational Standards — Fairness ASPIRE
- Demonstrate transparency in our decision-making process
- Constantly reexamine our impartiality and objectivity; take corrective action as needed
- Provide equal access to information to those who are authorized to have it
- Make opportunities equally available to all qualified candidates
Mandatory Standards — Fairness SHALL
⛔ SHALL NOT:
- Shall NOT hire/fire, reward/punish, or award/deny contracts based on personal considerations including nepotism or bribery
- Shall NOT discriminate against others based on gender, race, age, religion, disability, nationality, sexual orientation, or any characteristic protected by law
- Shall NOT use our position to influence others' work in a way that benefits us at the expense of the project
✅ SHALL:
- Shall proactively and fully disclose any real or potential conflicts of interest to appropriate stakeholders
- When a real or potential COI exists, shall refrain from decision-making unless the 3-step exception applies
- Shall apply the rules of the organization without favoritism or prejudice
COI 3-Step Exception MANDATORY — OFTEN MISSED
In most cases, a COI requires withdrawal from the decision. The Code provides a narrow exception allowing continued involvement only if ALL THREE conditions are met:
✅ The 3-Step COI Exception (all three required):
- Full Disclosure: Made to all affected stakeholders
- Approved Mitigation Plan: Formal plan developed and approved
- Stakeholder Consent: Affected stakeholders explicitly consent to continued involvement
Missing ANY ONE = you must withdraw.
Q: You disclose a COI to your manager who says "I trust you — just be fair." Can you continue?
✅ Correct Answer: No. One person's informal trust does NOT satisfy all three steps. You need: formal disclosure + approved mitigation plan + stakeholder consent. Missing steps = must withdraw.
✅ Correct Answer: No. One person's informal trust does NOT satisfy all three steps. You need: formal disclosure + approved mitigation plan + stakeholder consent. Missing steps = must withdraw.
The 3-step COI exception is a favorite advanced exam question. Disclosure alone ≠ permission to continue. All three steps are required.
Rules Without Favoritism MANDATORY — OFTEN MISSED
📋 "We apply the rules of the organization without favoritism or prejudice"
Apply company policies, PMI standards, and professional rules consistently and equally to everyone — regardless of seniority, relationships, or personal feelings.
- Cannot apply safety rules to juniors but ignore them for executives
- Cannot enforce attendance policy for some but not for friends
- Cannot process expense reports differently based on personal relationships
Q: Company policy requires all vendors go through formal RFP. A personal friend's company wants to skip the process. What do you do?
✅ Correct Action: Require the friend's company to follow the same RFP process. Rules must be applied without favoritism — mandatory Fairness standard.
✅ Correct Action: Require the friend's company to follow the same RFP process. Rules must be applied without favoritism — mandatory Fairness standard.
Additional Scenarios & Exam Tips — Fairness
Q: Before RFP closes, one vendor asks for the project budget. You share it. Another vendor asks the same. You do not share it. What is violated?
✅ Correct Answer: Aspirational Fairness — equal access to information for authorized parties. Sharing with one but not the other is unfair and must be corrected by either sharing with all or none.
✅ Correct Answer: Aspirational Fairness — equal access to information for authorized parties. Sharing with one but not the other is unfair and must be corrected by either sharing with all or none.
Q: A vendor offers you tickets to a premium sporting event as a "thank you" for awarded business. What do you do?
✅ Correct Action: Decline or follow your organization's gift policy strictly. Accepting gifts that could influence decisions = bribery. When in doubt, decline and document.
✅ Correct Action: Decline or follow your organization's gift policy strictly. Accepting gifts that could influence decisions = bribery. When in doubt, decline and document.
Fairness exam pattern: Relationships + gifts + vendor selection + promotions = Fairness. Action: Disclose → Withdraw (unless all 3 COI exception steps are met).
5. Honesty
Core idea: We are truthful in communications and conduct. We do not deceive by action, omission, context distortion, or half-truths.
Aspirational Standards — Honesty ASPIRE
- Earnestly seek to understand the truth
- Be truthful in our communications and conduct
- Provide accurate information in a timely manner
- Make commitments and promises in good faith
- Strive to create an environment where others feel safe to tell the truth
Mandatory Standards — Honesty SHALL
⛔ SHALL NOT:
- Shall NOT engage in or condone behavior designed to deceive others, including creating false impressions of ourselves or others
- Shall NOT engage in dishonest behavior with the intention of personal gain or at the expense of others
- Shall NOT misrepresent qualifications, experience, or performance of services
✅ SHALL:
- Shall NOT misrepresent facts to the public, clients, or employers
- Shall create an environment that promotes honest communication
- Shall report on project status accurately and honestly
Half-Truths, Context, & Omissions MANDATORY — OFTEN MISSED
⚠ The Code explicitly prohibits ALL of these deceptive forms:
- Outright lies — false statements
- Half-truths — technically true statements intended to mislead
- Information out of context — presenting data in a way that distorts meaning
- Withholding information — omitting facts that, if known, would make your statements misleading
Key principle: If sharing all the facts would change how someone understands what you said — and you know this — withholding those facts is dishonest.
Q: You report the project is "95% complete." True — but you omit that the remaining 5% covers the two most risky deliverables. Is this honest?
✅ Correct Answer: No. This is a half-truth. Information presented out of context that creates a false impression — mandatory Honesty violation.
✅ Correct Answer: No. This is a half-truth. Information presented out of context that creates a false impression — mandatory Honesty violation.
Q: Test results show 10% of samples failed. You report "90% of samples passed." Acceptable?
✅ Correct Answer: No. While technically accurate, this framing minimizes the significance of the failure rate. Information presented in misleading context = mandatory Honesty violation.
✅ Correct Answer: No. While technically accurate, this framing minimizes the significance of the failure rate. Information presented in misleading context = mandatory Honesty violation.
Q: You submit an estimate of $1.8M knowing the real cost is $3.2M, planning to recover via change orders. What does this violate?
✅ Correct Answer: This is "buying the project." Violates Mandatory Honesty (known false estimate) AND Mandatory Fairness (deceptive bidding). Double violation.
✅ Correct Answer: This is "buying the project." Violates Mandatory Honesty (known false estimate) AND Mandatory Fairness (deceptive bidding). Double violation.
Scenarios & Exam Tips — Honesty
Q: Your sponsor wants you to present the project as "on schedule" to the steering committee even though you are 3 weeks behind. What do you do?
✅ Correct Action: Refuse. Report actual schedule status. Mandatory Honesty requires accurate reporting even when inconvenient. Manager instructions do NOT override ethical obligations.
✅ Correct Action: Refuse. Report actual schedule status. Mandatory Honesty requires accurate reporting even when inconvenient. Manager instructions do NOT override ethical obligations.
Q: A team member is afraid to report mistakes because of previous negative PM reactions. What should you do?
✅ Correct Action: Actively create psychological safety. The aspirational Honesty standard requires creating an environment where people feel safe to tell the truth.
✅ Correct Action: Actively create psychological safety. The aspirational Honesty standard requires creating an environment where people feel safe to tell the truth.
Honesty exam pattern: "Adjusting," "spinning," "cherry-picking data," "omitting key facts," "waiting for a better time" — all are Honesty violations. Accurate + timely = required.
Half-truths are frequently tested. The statement is TECHNICALLY TRUE but the INTENT is to deceive. Intention matters as much as accuracy.
6. Conflicts of Interest — Complete Coverage
Types of Conflicts of Interest
| Type | Example | Primary Value |
|---|---|---|
| Financial | Awarding contract to a company you own stock in | Fairness |
| Relational / Nepotism | Hiring a family member without competitive process | Fairness |
| Gifts / Bribery | Accepting expensive gifts from vendors seeking business | Fairness / Honesty |
| Dual Employment | Working for a competitor while on this project | Responsibility |
| Insider Information | Using confidential project data for personal financial gain | Honesty / Fairness |
| Revolving Door | Vendor offering you a job while you control their contract | Fairness |
| Personal Bias | Favoring a vendor because you dislike a competitor's owner | Fairness |
| Property Rights | Using a former employer's proprietary templates without authorization | Respect |
Standard 5-Step Resolution Process
📋 When You Identify a Conflict of Interest:
- Identify: Recognize the conflict — real or potential
- Disclose: Proactively and fully disclose to all appropriate stakeholders
- Withdraw: Remove yourself from the decision-making process
- Document: Record the disclosure and all steps taken
- Follow up: Ensure resolution happens without your involvement
The COI 3-Step Exception (When You May Stay Involved)
⚡ Only if ALL THREE are met — you may remain involved:
- Full disclosure made to all affected stakeholders ✅
- Approved mitigation plan in place ✅
- Stakeholder consent obtained ✅
Missing ANY ONE of the three = you MUST withdraw.
Q: You discover mid-project that a subcontractor you selected is your cousin's company. You did not know this at selection time. Work quality is excellent. What do you do?
✅ Correct Action: Disclose immediately to management even though the selection was in good faith. Transparency is required for unintentional conflicts too. Then follow the 5-step resolution process.
✅ Correct Action: Disclose immediately to management even though the selection was in good faith. Transparency is required for unintentional conflicts too. Then follow the 5-step resolution process.
Exam trap: "I didn't know about the conflict when the decision was made" does NOT eliminate the obligation to disclose once you become aware. Disclosure is always the first step.
7. Reporting & Whistleblowing — Complete
Mandatory Obligation to Report
📋 Reporting Sequence:
- Address the person directly (if safe and appropriate)
- Report to appropriate management within your organization
- If management is unresponsive or complicit — report to the affected parties and/or relevant regulatory authority
- Report to PMI if a member/credential holder is involved and other channels have failed
📌 When Must You Report?
- Violations of the Code by another PMI member or credential holder
- Illegal conduct (fraud, bribery, safety violations)
- Threat to public safety or welfare
- When internal channels have failed
- When you have facts — not just rumors or suspicions
Q: A colleague falsifies test results. You address them directly but they continue. What do you do next?
✅ Correct Action: Escalate to management. If management does nothing, report to the regulatory body and/or PMI. Mandatory Responsibility requires reporting unethical conduct even if uncomfortable.
✅ Correct Action: Escalate to management. If management does nothing, report to the regulatory body and/or PMI. Mandatory Responsibility requires reporting unethical conduct even if uncomfortable.
Retaliation Prohibition MANDATORY
⚠ Two Mandatory Rules on Retaliation:
- We shall pursue disciplinary action against anyone who retaliates against a person raising ethics concerns in good faith
- We shall only file complaints when substantiated by facts — using the complaint process as a weapon is itself a violation
Q: Your manager instructs you not to report a safety concern to the client because it would embarrass the company. What do you do?
✅ Correct Action: Report the safety concern regardless. Manager instructions do not override ethical obligations, especially regarding public safety. This is a mandatory Responsibility obligation.
✅ Correct Action: Report the safety concern regardless. Manager instructions do not override ethical obligations, especially regarding public safety. This is a mandatory Responsibility obligation.
Reporting exam pattern: NEVER ignore unethical conduct. Address directly → escalate internally → report externally. Retaliation against whistleblowers is ALWAYS a mandatory violation.
8. PMI Disciplinary Process
📋 Formal Disciplinary Process:
- Complaint filed with PMI Ethics Review Committee (ERC)
- Initial review — ERC determines if complaint has merit and is substantiated by facts
- Investigation — both parties present evidence
- Determination — ERC rules on the case
- Sanctions applied if violation confirmed
- Appeal — respondent may appeal the ERC decision
⚠ Possible Sanctions (Least to Most Severe):
- Letter of reprimand
- Suspension of PMI membership and/or credential
- Permanent revocation of credential
- Prohibition from obtaining any future PMI credential
✅ Key Exam Points:
- Only MANDATORY violations → disciplinary action. Aspirational shortfalls → no formal discipline
- Both PMI members AND non-member credential holders are subject to the process
- Filing a false complaint = itself subject to disciplinary action
- The respondent has the right to appeal any ERC determination
9. ⚡ Complete Cheat Sheet
| Value | Aspirational (STRIVE TO) | Mandatory (SHALL / SHALL NOT) |
|---|---|---|
| Responsibility | Public interest first; qualified assignments only; correct errors promptly; protect confidential info; report unethical conduct; bring violations to appropriate body | SHALL NOT misrepresent qualifications; SHALL NOT harm others for personal gain; SHALL NOT abuse authority; SHALL report unethical conduct; SHALL only file substantiated complaints; SHALL pursue action against retaliators |
| Respect | Learn others' customs; listen actively; address conflicts directly with the person; behave professionally always; negotiate in good faith | SHALL NOT discriminate; SHALL NOT act abusively; SHALL NOT use power for personal gain at others' expense; SHALL respect property rights of others |
| Fairness | Transparent decisions; equal access to info; equal opportunity for qualified candidates; constantly examine own impartiality | SHALL NOT engage in bribery, nepotism, or favoritism; SHALL proactively disclose COI; SHALL withdraw from COI decisions (unless 3-step exception met); SHALL apply rules without favoritism or prejudice |
| Honesty | Seek truth; be truthful; provide info timely; commit in good faith; create safe truth-telling environment | SHALL NOT deceive (including half-truths, omissions, out-of-context info, withholding material facts); SHALL NOT engage in dishonest personal gain; SHALL NOT misrepresent qualifications |
Quick Decision Matrix
| Situation | Value | Correct Action |
|---|---|---|
| Safety risk found | Responsibility | Report immediately — safety > everything |
| Assignment beyond your skills | Responsibility | Disclose limitations; decline or supplement |
| Error discovered | Responsibility | Own it; correct promptly; notify stakeholders |
| Unsubstantiated ethics complaint | Responsibility | Do NOT file — only file when substantiated by facts |
| Retaliation against whistleblower | Responsibility | Pursue disciplinary action against the retaliator |
| Cultural miscommunication | Respect | Learn customs; address directly; be professional |
| Using former employer's IP | Respect | Stop immediately — property rights violation |
| Someone is rude to you | Respect | Remain professional regardless — always |
| Discriminatory behavior from stakeholder | Respect | Do not accommodate; address firmly; escalate if needed |
| Family member bids on contract | Fairness | Disclose + withdraw (unless 3-step exception met) |
| Vendor job offer during evaluation | Fairness | Disclose immediately + withdraw from evaluation |
| Gift from vendor | Fairness/Honesty | Decline or follow org policy strictly |
| Apply policy to a friend | Fairness | Apply same rules as everyone — no exceptions |
| Sharing selective data with one vendor | Fairness | Share equally with all authorized parties or none |
| Reporting 90% pass when 10% failed | Honesty | Report full context including failure data |
| Sponsor asks to "adjust" status | Honesty | Refuse; report accurately always |
| Submitting known-low estimate | Honesty + Fairness | Submit accurate estimate (buying the project is wrong) |
| Team afraid to report problems | Honesty/Respect | Create psychological safety actively |
| Colleague violates Code | Responsibility | Address → escalate → report (with facts) |
| Local custom allows bribery | Fairness (All) | Follow Code (more restrictive) — always |
| COI disclosed, manager says "I trust you" | Fairness | Not enough — need all 3 COI steps or withdraw |
Critical Memory Cards
COI 3-Step Exception: D + M + C = Stay | Missing any = Leave
Disclose fully → Mitigation plan approved → Consent from stakeholders
All three present? May continue. Missing even one? Must withdraw.
More Restrictive Rule: Local Law vs. Code → Follow the Higher Bar
Code stricter than local law → Follow Code • Local law stricter than Code → Follow local law
Half-Truth = Full Violation: Technically True + Intent to Mislead = Mandatory Honesty Violation
Prohibited forms: lies • half-truths • information out of context • withholding material facts
Applicability: Code Covers Everyone Who Touches PMI
Members • All credential holders (PMP, CAPM, PgMP, PMI-SP, PMI-RMP, PMI-ACP, PfMP, PMI-PBA) • Applicants • Volunteers
10. 🔑 Key Terms — Click to Learn
Click any term for a concise definition:
Mandatory Standard
Aspirational Standard
Conflict of Interest
Bribery
Nepotism
Discrimination
Whistleblower
Transparency
Impartiality
Proprietary Information
Property Rights
Ethics Review Committee
Good Faith
Psychological Safety
Project Baseline
Buying the Project
Sanctions
Retaliation
Half-Truth
Mitigation Plan (COI)
More Restrictive Rule
Code Applicability
Rules Without Favoritism
11. 🎯 Practice Quiz — 15 Questions
Q1. In a country where small payments to officials are legal, a vendor suggests a payment to speed permit approvals. What should the PM do?
Q2. Which groups are covered by the PMI Code of Ethics and Professional Conduct?
Q3. A PM discovers mid-project that a subcontractor they selected is a relative's company. They did not know at selection time and work quality is excellent. What should the PM do?
Q4. A PM discloses a COI to their manager. The manager says "I trust you — just be fair." Can the PM continue with the decision?
Q5. A PM reports the project is "95% complete" — technically true, but omits that the remaining 5% covers the two riskiest deliverables. What Code standard does this violate?
Q6. A PM uses their former employer's proprietary estimating tool on a new project without authorization. Which Code value is primarily violated?
Q7. After a team member files an ethics complaint, the accused colleague excludes that team member from project meetings. What must the PM do?
Q8. A PM files an ethics complaint against a colleague based on rumors from a third party without verifying the facts. What does this violate?
Q9. You receive a job offer from a vendor whose contract proposal you are currently evaluating. You are interested in the position. What do you do FIRST?
Q10. Your company enforces an attendance policy. A close personal friend on your team frequently violates it. What does the Code require?
Q11. You share the project budget with one vendor before RFP closes but not another vendor who asks the same question. What is violated?
Q12. A PM submits an estimate of $1.8M knowing the real cost is $3.2M, planning to recover the difference through future change orders. What is this and which values are violated?
Q13. Which of the following is an Aspirational (not Mandatory) standard under Honesty?
Q14. A PM accepts a complex seismic retrofit project having only residential remodeling experience, without disclosing this gap to their manager. What is violated?
Q15. Which action correctly satisfies ALL requirements to allow a PM to remain involved in a decision despite a conflict of interest?
12. 📊 Personal Study Notes
Your notes are auto-saved to this browser:
Auto-saved to browser localStorage.