PMI Code of Ethics & Professional Conduct – Quick Review Notes

Vision & Purpose

  • Commitment to doing what is right and honorable in all areas of life
  • Code sets shared expectations and high standards for project management practitioners
  • Aims to build confidence in the profession and guide ethical decision-making

Applicability

  • Applies to all PMI members
  • Also applies to non-members who:
    • Hold a PMI credential
    • Apply for a PMI credential
    • Serve PMI in a volunteer role
  • Single, unified Code for everyone associated with PMI

Structure & Foundational Values

  • Sections align with 44 core values: responsibility, respect, fairness, honesty
  • Each section contains:
    • Aspirational standards (ideal behaviors; not optional)
    • Mandatory standards (required; violations subject to PMI Ethics Review)
  • Glossary provides formal definitions (underlined in original text)

Aspirational vs Mandatory Conduct

  • Aspirational: conduct we strive to uphold; difficult to measure but expected
  • Mandatory: clear requirements; non-compliance leads to disciplinary action
  • A single act can breach both types of standards

Responsibility

  • Duty: own decisions, actions, consequences
Aspirational
  • Act in best interests of society, safety, environment
  • Accept assignments matching qualifications; disclose gaps
  • Keep commitments; correct and report errors promptly
  • Protect confidential/proprietary info
  • Uphold and enforce the Code
Mandatory
  • Follow all laws, regulations, organizational policies
  • Report unethical/illegal behavior; do not assist in it
  • File ethics complaints only with factual basis; cooperate with PMI
  • No retaliation against whistle-blowers

Respect

  • Duty: high regard for people & resources; fosters trust and cooperation
Aspirational
  • Learn and honor others’ norms & customs
  • Listen actively; resolve conflicts directly
  • Maintain professionalism even if not reciprocated
Mandatory
  • Negotiate in good faith
  • No abuse of power for personal gain
  • No abusive behavior; respect property rights

Fairness

  • Duty: act impartially, objectively; avoid prejudice & favoritism
Aspirational
  • Transparent decision-making
  • Continually check impartiality; address conflicts of interest
  • Provide equal access to information and opportunities
Mandatory
  • Proactively disclose real/potential conflicts of interest
  • Refrain from influencing decisions until conflict mitigated & consent obtained
  • No favoritism, nepotism, bribery, or discrimination
  • Apply organizational rules consistently

Honesty

  • Duty: seek and communicate truth
Aspirational
  • Pursue truth; provide accurate, timely info—even bad news
  • Make promises in good faith; foster a truth-telling environment
Mandatory
  • No deception: false statements, half-truths, withheld context
  • No dishonest conduct for personal gain or others’ detriment

Historical Context (Appendix A)

  • Ethical focus began 19811981; first report 19821982
  • Member Code adopted 19981998; revisions driven by globalization, scandals, tech change
  • Current unified Code approved 20062006 after global input & ANSI-based process

Key Definitions (Appendix B)

  • Abusive manner: conduct causing physical harm or severe fear/humiliation
  • Conflict of interest: divided loyalties requiring disclosure & stakeholder decision
  • Duty of loyalty: promote best interests of the organization/person owed loyalty
  • Practitioner: anyone contributing to project, program, or portfolio management