Civil Service Judgement Test (CSJT) Ethics, Conduct and the Civil Service Code Syllabus

Ethics, Conduct and the Civil Service Code syllabus — full chapter and topic list

Expand any chapter to see its topics and sub-topics. This is the whole examinable outline for Ethics, Conduct and the Civil Service Code in Civil Service Judgement Test (CSJT), not a summary of it.

1. 1

   The Civil Service Code in Practice

   4 topics

   • Integrity and honesty
     • Acting truthfully and reliably
     • Avoiding misuse of position or resources
   • Objectivity and impartiality
     • Advice based on evidence
     • Political impartiality and fairness
   • Raising and reporting concerns
     • Whistleblowing routes and protections
     • Escalating wrongdoing appropriately
   • Conflicts of interest
     • Declaring and managing conflicts
2. 2

   Professional Standards and Compliance

   4 topics

   • Confidentiality and data handling
     • Protecting sensitive and personal information
     • Data protection obligations
   • Equality, diversity and inclusion duties
     • Treating people fairly and without bias
   • Health, safety and duty of care
     • Acting on safety and wellbeing concerns
   • Accountability and transparency
     • Owning mistakes and being open
3. 3

   Ethical Dilemmas in Scenarios

   4 topics

   • Recognising the ethical issue
     • Spotting hidden integrity questions
   • Balancing loyalty and propriety
     • Managing pressure from managers or peers
   • Choosing the principled response
     • Resisting expedient but wrong actions
   • Acting within the rules and seeking guidance
     • Knowing when to consult before acting

Ethics, Conduct and the Civil Service Code flashcards for Civil Service Judgement Test (CSJT)

22 of 50 cards from the Ethics, Conduct and the Civil Service Code deck — real questions with worked answers.

1. What are the four core values of the UK Civil Service Code?

   Integrity, Honesty, Objectivity, and Impartiality. These underpin all behaviour of civil servants and support the Civil Service in serving the government of the day.

2. Define 'integrity' as used in the Civil Service Code.

   Putting the obligations of public service above your own personal interests. It means not misusing your position, declaring conflicts, and never accepting gifts or hospitality that compromise your independence.

3. Define 'honesty' as used in the Civil Service Code.

   Being truthful and open. It means setting out facts and relevant issues truthfully, correcting errors as soon as possible, and not deceiving or knowingly misleading ministers, Parliament or the public.

4. Define 'objectivity' as used in the Civil Service Code.

   Basing your advice and decisions on rigorous analysis of the evidence. It means providing information and advice on the basis of the evidence, and taking decisions on the merits of the case.

5. Define 'impartiality' as used in the Civil Service Code.

   Acting solely according to the merits of the case and serving equally well governments of different political persuasions. It includes 'political impartiality' — not acting in a way determined by party-political considerations.

6. Under the Civil Service Code, what must you NOT do that relates to honesty regarding errors?

   You must not deceive or knowingly mislead ministers, Parliament or others, and you must not fail to disclose, or be slow to correct, errors. Mistakes should be owned and corrected promptly.

7. What is 'political impartiality' for a civil servant?

   Serving the government of the day to the best of your ability irrespective of its political party, and not allowing personal political views to determine any advice you give or actions you take. UK civil servants must be politically neutral in their official role.

8. In the Civil Service Code, what does 'serving the government of the day' require?

   Carrying out the lawful instructions of ministers and giving honest, evidence-based advice — even where you may personally disagree — while remaining politically impartial and ready to serve a future government of a different party equally well.

9. List four things a civil servant must NOT do under the 'integrity' value.

   Must not: misuse your official position (e.g. to further private interests); accept gifts/hospitality that might reasonably appear to compromise judgement; disclose official information without authority; or misuse information gained in the course of official duties.

10. What three steps should a civil servant take when they have a conflict of interest?

    (1) Declare the interest to their manager/department; (2) Withdraw or recuse themselves from the relevant decision or work where necessary; and (3) Follow any management instruction to manage or remove the conflict.

11. Distinguish an 'actual', a 'potential', and a 'perceived' conflict of interest.

    Actual: a private interest directly conflicts with current duties. Potential: an interest could conflict with future duties. Perceived: a reasonable outsider might think your judgement could be influenced, even if it is not. All three must be declared.

12. Give three common examples of a conflict of interest in the Civil Service.

    Examples: awarding a contract to a firm where a relative works; making policy that affects a personal financial investment; or taking outside employment or a second job related to your official responsibilities. Each should be declared and managed.

13. Why must even a 'perceived' conflict of interest be declared, not just an actual one?

    Because public trust depends on confidence in the impartiality of decisions. A perception of bias can damage that confidence and the reputation of the Civil Service even where no actual improper influence exists.

14. What is the recommended response if you are offered a gift or hospitality that could compromise your judgement?

    Politely decline it, or if appropriate accept and immediately declare/register it according to departmental policy. The test is whether a reasonable person would think it could influence your official actions.

15. What is the 'reasonable person' test in civil service ethics?

    You judge a situation by asking what a fair-minded, informed member of the public would conclude — for example, whether they would think a gift, relationship or action could improperly influence an official decision. If yes, you should not do it or must declare it.

16. Under the Civil Service Code, what should you do if asked to act in a way that conflicts with the Code?

    Raise the matter with your line manager or someone in your line management chain, or with your department's nominated officer. If unresolved, you can take it to the Civil Service Commission.

17. What is the role of the Civil Service Commission in relation to the Code?

    It hears and determines complaints from civil servants who believe they are being asked to act in a way that breaches the Code and cannot resolve it internally. It can also investigate breaches and oversees fair and open recruitment.

18. What is the correct first step for 'raising a concern' (whistleblowing) about wrongdoing at work?

    Normally raise it internally first — with your line manager, a more senior manager, or your department's nominated officer/'Speak Up' channel — setting out the facts and your concern clearly.

19. Name three categories of wrongdoing that typically justify raising a concern (whistleblowing).

    A criminal offence; a failure to comply with a legal obligation; a miscarriage of justice; danger to health and safety; damage to the environment; or the deliberate concealment of any of these (categories reflected in the Public Interest Disclosure Act 1998).

20. What UK law protects civil servants who blow the whistle on wrongdoing?

    The Public Interest Disclosure Act 1998 (PIDA), which protects workers from detriment or dismissal for making a 'protected disclosure' about wrongdoing in the public interest.

21. If you raise a concern internally and it is not addressed, what can a civil servant do next?

    Escalate further — to a nominated officer, to a more senior leader, or ultimately to the Civil Service Commission, which can consider complaints about breaches of the Civil Service Code.

22. What is the difference between a 'grievance' and a 'whistleblowing' concern?

    A grievance is a personal complaint about your own employment (e.g. how you were treated). Whistleblowing raises a concern in the public interest about wrongdoing, risk or malpractice that affects others or the organisation.

See more Ethics, Conduct and the Civil Service Code flashcards →

Planning Ethics, Conduct and the Civil Service Code for Civil Service Judgement Test (CSJT)

Ethics, Conduct and the Civil Service Code (Civil Service Judgement Test (CSJT)) FAQ