1.2.2 Individuals who are not members of PMI but meet one or more of the following criteria:
.1 Non-members who hold a PMI certification
.2 Non-members who apply to commence a PMI certification process
.3 Non-members who serve PMI in a volunteer capacity.
* fairness, and
2.2.2 We accept only those assignments that are consistent with our background, experience, skills, and qualifications.
2.2.3 We fulfill the commitments that we undertake – we do what we say we will do.
2.2.4 When we make errors or omissions, we take ownership and make corrections promptly. When we discover errors or omissions caused by others, we communicate them to the appropriate body as soon they are discovered. We accept accountability for any issues resulting from our errors or omissions and any resulting consequences.
2.2.5 We protect proprietary or confidential information that has been entrusted to us.
2.2.6 We uphold this Code and hold each other accountable to it.
Comment 2.2.2: Where developmental or stretch assignments are being considered, we ensure that key stakeholders receive timely and complete information regarding the gaps in our qualifications so that they may make informed decisions regarding our suitability for a particular assignment.
In the case of a contracting arrangement, we only bid on work that our organization is qualified to perform and we assign only qualified individuals to perform the work.
2.3.2 We report unethical or illegal conduct to appropriate management and, if necessary, to those affected by the conduct.
Comment 2.3.2: These provisions have several implications. Specifically, we do not engage in any illegal behavior, including but not limited to: theft, fraud, corruption, embezzlement, or bribery. Further, we do not take or abuse the property of others, including intellectual property, nor do we engage in slander or libel. In focus groups conducted with practitioners around the globe, these types of illegal behaviors were mentioned as being problematic.
As practitioners and representatives of our profession, we do not condone or assist others in engaging in illegal behavior. We report any illegal or unethical conduct. Reporting is not easy and we recognize that it may have negative consequences. Since recent corporate scandals, many organizations have adopted policies to protect employees who reveal the truth about illegal or unethical activities. Some governments have also adopted legislation to protect employees who come forward with the truth.
2.3.4 We only file ethics complaints when they are substantiated by facts.
2.3.5 We pursue disciplinary action against an individual who retaliates against a person raising ethics concerns.
Comment 2.3.4: These provisions have several implications. We cooperate with PMI concerning ethics violations and the collection of related information whether we are a complainant or a respondent. We also abstain from accusing others of ethical misconduct when we do not have all the facts. Further, we pursue disciplinary action against individuals who knowingly make false allegations against others.
the safety of others, and
natural or environmental resources
3.2.2 We listen to others’ points of view, seeking to understand them.
3.2.3 We approach directly those persons with whom we have a conflict or disagreement.
3.2.4 We conduct ourselves in a professional manner, even when it is not reciprocated.
Comment 3.2.4: An implication of these provisions is that we avoid engaging in gossip and avoid making negative remarks to undermine another person’s reputation. We also have a duty under this Code to confront others who engage in these types of behaviors.
3.3.2 We do not exercise the power of our expertise or position to influence the decisions or actions of others in order to benefit personally at their expense.
3.3.3 We do not act in an abusive manner toward others.
3.3.4 We respect the property rights of others.
4.2.2 We constantly reexamine our impartiality and objectivity, taking corrective action as appropriate.
4.2.3 We provide equal access to information to those who are authorized to have that information.
4.2.4 We make opportunities equally available to qualified candidates.
Comment 4.2.2: Research with practitioners indicated that the subject of conflicts of interest is one of the most challenging faced by our profession. One of the biggest problems practitioners report is not recognizing when we have conflicted loyalties and recognizing when we are inadvertently placing ourselves or others in a conflict-of-interest situation. We as practitioners must proactively search for potential conflicts and help each other by highlighting each other’s potential conflicts of interest and insisting that they be resolved.
Comment 4.2.4: An implication of these provisions is, in the case of a contracting arrangement, we provide equal access to information during the bidding process.
4.3.2 When we realize that we have a real or potential conflict of interest, we refrain from engaging in the decision-making process or otherwise attempting to influence outcomes, unless or until: we have made full disclosure to the affected stakeholders; we have an approved mitigation plan; and we have obtained the consent of the stakeholders to proceed.
Comment 4.3.2: A conflict of interest occurs when we are in a position to influence decisions or other outcomes on behalf of one party when such decisions or outcomes could affect one or more other parties with which we have competing loyalties. For example, when we are acting as an employee, we have a duty of loyalty to our employer. When we are acting as a PMI volunteer, we have a duty of loyalty to the Project Management Institute. We must recognize these divergent interests and refrain from influencing decisions when we have a conflict of interest.
Further, even if we believe that we can set aside our divided loyalties and make decisions impartially, we treat the appearance of a conflict of interest as a conflict of interest and follow the provisions described in the Code
4.3.4 We do not discriminate against others based on, but not limited to, gender, race, age, religion, disability, nationality, or sexual orientation.
4.3.5 We apply the rules of the organization (employer, Project Management Institute, or other group) without favoritism or prejudice
5.2.2 We are truthful in our communications and in our conduct.
5.2.3 We provide accurate information in a timely manner
5.2.4 We make commitments and promises, implied or explicit, in good faith.
5.2.5 We strive to create an environment in which others feel safe to tell the truth
Comment 5.2.3: An implication of these provisions is that we take appropriate steps to ensure that the information we are basing our decisions upon or providing to others is accurate, reliable, and timely.
This includes having the courage to share bad news even when it may be poorly received. Also, when outcomes are negative, we avoid burying information or shifting blame to others. When outcomes are positive, we avoid taking credit for the achievements of others. These provisions reinforce our commitment to be both honest and responsible
5.3.2 We do not engage in dishonest behavior with the intention of personal gain or at the expense of another.
Comment 5.3.2: The aspirational standards exhort us to be truthful. Half-truths and non-disclosures intended to mislead stakeholders are as unprofessional as affirmatively making misrepresentations. We develop credibility by providing complete and accurate information
In this scenario, since the law of the country requires payment of fee to the government agencies, you will not be committing any breach of the Code if you pay the same
fees are ethical but tips, bribes and kick-backs are unethical
A project manager has the responsibility to refrain from offering or accepting inappropriate payments, gifts, or other forms of compensation for personal gain, unless it is in agreement with applicable laws or customs of the country where the project management services are being provided
In some cultures where offering gifts is a custom, rejecting or returning the gifts may be considered rude and inappropriate behavior. Appreciation of cultural differences is the way to win the trust of people from divergent cultures
Since the evaluation criteria are proprietary information of ABC Bank, it is important for you to discuss the matter directly with the appropriate person in the ABC Bank
PMI Code of Ethics and Professional Conduct requires a project manager not to disclose sensitive or confidential information. But, at times, an organization has a legitimate need to disclose confidential information to vendors, governmental agencies, or others. When disclosing confidential or sensitive information, it is the responsibility of the project manager to ensure that proper nondisclosure agreements are signed prior to the disclosure of the sensitive information
The PMI Code of Ethics and Professional Conduct requires a project manager to address things with an open mind and accept the cultural and ethical diversity that exists between different countries. So, it is not the responsibility of the project manager to enforce the work-ethics of one`s own country on the people of another country
please inform the appropriate stakeholders and distance yourself from the conflict situation, if possible
In case of conflict of interest situations, the project manager should inform senior management, and distance oneself from the conflict of interest situation, if possible. However, in this context, as the senior management insists and the project manager has to continue in the current position, appropriate documentation can help in preventing any accusation of bias in conflict of interest situations.
As per the PMI Code of Ethics and Professional Conduct, a project manager should always provide true account of information in an appropriate manner at appropriate times
Since this is a “minor flaw,” but rectification of that flaw would take a long time, it is better to discuss with the sponsor and customer and get their inputs
Exception: if it is not considered a project related issue (e.g. harassment), it should be reported directly to the employee’s manager
Do not make illegal payments, report thefts
* Specifically, PMI members should adhere to “Code of Ethics”
* Specifically, Project Management Professionals (PMP) certification should adhere to a “Code of Professional Conduct”.
* Accepts Responsibility for the actions.
* Continuously seek to enhance the professional capabilities
* Practice with fairness and honesty.
* Encourage others in the profession to act in an ethical and professional manner
* Protect stakeholder
* Share Lessons Learned and relative information within and outside your organization
* Advance the profession of project management
* Improve your competency as a project manager
* Balance stakeholders interest on the project
* Maintain and respect confidential information
* Strive for fair solution
* Ensure that a conflict of interest doesn’t compromise the customer’s legitimate interest
* Act in an accurate truthful manner.