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

24 sample cards from the Ethics, Conduct and the Civil Service Code deck

Sampled from the end of the deck, so these are different cards from the ones shown on the syllabus page.

1. What is the correct action if you accidentally send confidential personal data to the wrong recipient?

   Report it immediately as a personal data breach to your manager and/or data protection officer, attempt recall, and follow the breach procedure. Serious breaches may need reporting to the ICO within 72 hours.

2. Within what timeframe must a notifiable personal data breach be reported to the ICO?

   Without undue delay and, where feasible, within 72 hours of becoming aware of it, where the breach is likely to result in a risk to individuals' rights and freedoms.

3. What does 'confidentiality' require regarding official information?

   Not disclosing official information acquired in the course of your duties without lawful authority, and protecting sensitive information from unauthorised access. This duty continues even after you leave the Civil Service.

4. Distinguish 'confidentiality' from 'transparency' in the public sector and how they are reconciled.

   Confidentiality protects sensitive/personal information from improper disclosure; transparency means being open about decisions and information to the public (e.g. via FOI). They are reconciled by disclosing what the public is entitled to know while withholding what is lawfully exempt or personal.

5. What law gives the public a right to request recorded information held by public bodies?

   The Freedom of Information Act 2000 (FOIA), which gives a general right of access to recorded information held by public authorities, subject to exemptions.

6. What is the 'public sector equality duty' and where does it come from?

   A duty under the Equality Act 2010 (section 149) requiring public bodies to have due regard to: eliminating discrimination, advancing equality of opportunity, and fostering good relations between people who share a protected characteristic and those who do not.

7. List the nine protected characteristics under the Equality Act 2010.

   Age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; and sexual orientation.

8. Define 'direct' versus 'indirect' discrimination under the Equality Act 2010.

   Direct: treating someone less favourably because of a protected characteristic. Indirect: applying a provision, criterion or practice that applies to everyone but puts people sharing a protected characteristic at a disadvantage and cannot be objectively justified.

9. What is a 'reasonable adjustment' and for whom must it be made?

   A change to remove or reduce a disadvantage faced by a disabled person — e.g. providing equipment, altering working hours, or changing a process. Employers and service providers have a legal duty to make such adjustments under the Equality Act 2010.

10. Define 'harassment' and 'victimisation' under the Equality Act 2010.

    Harassment: unwanted conduct related to a protected characteristic that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Victimisation: treating someone badly because they made or supported a complaint about discrimination.

11. What is the difference between 'equality', 'diversity' and 'inclusion'?

    Equality: ensuring fair treatment and equal opportunity. Diversity: valuing the range of differences among people. Inclusion: creating an environment where all individuals feel respected, able to participate and able to contribute fully.

12. What does an employer's 'duty of care' to staff mean?

    A legal and moral obligation to take reasonable steps to protect the health, safety and wellbeing of employees while at work, including their physical and mental wellbeing.

13. What is the primary UK legislation governing workplace health and safety?

    The Health and Safety at Work etc. Act 1974, which places duties on employers to ensure, so far as is reasonably practicable, the health, safety and welfare of employees and others affected by their work.

14. State the general health and safety duties an employee owes under the Health and Safety at Work Act 1974.

    To take reasonable care for their own health and safety and that of others affected by their acts/omissions, to co-operate with the employer on safety matters, and not to interfere with or misuse anything provided for health and safety.

15. What is a 'risk assessment' and why is it required?

    A systematic process of identifying hazards, evaluating the risk of harm, and deciding on control measures to reduce that risk. It is a legal requirement so that reasonable steps are taken to keep people safe.

16. Define 'accountability' in the context of public service.

    Being answerable for your decisions and actions — able to explain and justify them to managers, ministers, Parliament and the public, and accepting responsibility for the outcomes within your remit.

17. What is the difference between 'accountability' and 'responsibility'?

    Responsibility is having a duty to perform a task or role. Accountability is being answerable for the outcome of that duty — you can delegate responsibility for a task but you remain accountable for ensuring it is done properly.

18. Why is keeping accurate records important for accountability and transparency?

    Accurate records create an audit trail showing why and how decisions were made, enable scrutiny (e.g. under FOI or by auditors), support honesty, and allow errors to be identified and corrected.

19. When facing an ethical dilemma, what is the first step in 'recognising the ethical issue'?

    Pause and identify that the situation involves competing values or potential breach of principles (e.g. honesty vs loyalty), gather the relevant facts, and clarify who could be affected before acting.

20. In civil service judgement, how should you balance loyalty to your manager against propriety/the Code?

    Loyalty does not extend to following unlawful or improper instructions. If asked to act against the Code, you should respectfully raise the concern through the proper channels rather than comply; propriety and the Code take precedence over personal loyalty.

21. What is the recommended approach when you are unsure whether an action is ethical or within the rules?

    Seek guidance before acting — consult your line manager, relevant policy or guidance, a nominated officer, or counter-fraud/HR/legal teams. Acting on assumptions when in doubt is riskier than asking.

22. In a Civil Service Judgement Test scenario, what generally makes a response the 'most effective' principled choice?

    One that upholds the Code's values, addresses the issue directly and promptly, follows proper procedure, is honest and transparent, considers the public interest, and seeks appropriate guidance rather than ignoring the problem or acting alone improperly.

23. In a CSJT scenario, why is 'ignoring the issue and hoping it resolves itself' typically the least effective response?

    Because it fails the values of integrity and honesty, lets risk or wrongdoing continue, avoids accountability, and can make the situation worse — passivity in the face of an ethical problem is treated as a poor judgement choice.

24. What should you do if following a manager's lawful instruction would still create a perceived conflict of interest for you personally?

    Declare the conflict, explain the perception of bias, and ask to be recused or for the work to be reassigned. Acting within the rules means managing the conflict transparently rather than simply proceeding because you were told to.

What this deck covers

Ethics, Conduct and the Civil Service Code flashcards FAQ