All Staff Meetings follow-up

Thank you to the FP&M employees who were able to make it to last week’s FP&M All Staff Daytime and Late Night Meetings.

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Q&A, continued

At the events, Associate Vice Chancellor Cindy Torstveit and the Core Leadership Team provided updates on how each department is supporting our strategic priorities. They also answered questions and tackled topics that were submitted with RSVPs, including budget, operations, hiring and staffing — the most requested topics.

Due to time constraints, not all questions were able to be answered at the event. Here are some follow-ups to questions that were not addressed and promised resources.

Jump directly to:

• Organizational charts
• Employee pay and leave
• Project funding
• Project turnover
• Trades
• Future needs of campus

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Organizational charts: How is FP&M organized? Can we get an org chart?

For a copy of the FP&M organizational charts that were on the tables at the All Staff Meetings, please refer to this PDF (up-to-date as of Dec. 18, 2025).

If you are looking for the strategic priorities that were on the back of the page, you can check them out online or view this translated list (PDF).

Additionally in Workday, you can find a visual of how UW-Madison is organized with a reporting structure from the President of the Universities of Wisconsin to you. Follow along with directions to locate your personalized chart.

Employee pay and leave: What is the difference between hourly and salaried pay and leave?

One employee wrote in asking a question about the differences between hourly and salaried employees when it comes to pay and leave.

When it comes to leave, you should refer to leave policies for all similarities and differences. Here are a few differences based on employee classifications:

• Salaried employees receive the same pay, no matter how many hours they work. They are not eligible for overtime. 
• Hourly employees clock in and keep track of how many hours they work, because they are paid for those specific hours. They are eligible for overtime.

Some jobs tend to fit better with one model or another, which is why we are not all hourly or all salaried. The Fair Labor Standards Act (FLSA) and our TTC titling structure help us to determine how employees should be classified.

• Sick 

• • Academic staff start with a pot of sick leave but do not start accruing more sick time until after they have been working for a year and a half. Then Academic Staff accrue 96 hours per fiscal year.
  • University Staff begin accruing sick time from Day 1; each fiscal year, they accrue 130 hours.

• Vacation 

• • When it comes to vacation, Academic Staff start with 176 vacation hours each year and they can never earn more than that, no matter how long they work at the university. 
  • University staff, on the other hand, sees an increase in vacation hours every five years. University Staff earn 104-216 hours every year.

Both Academic Staff and University Staff are allocated 36 hours of Personal Holiday and 72 hours of Legal Holiday per fiscal year.

This is a high-level summary meant to give you general context. Because laws and policies are detailed and nuanced, please review the official policies/law or reach out to FP&M HR and LinkUW for guidance on your specific situation. You can also read more at hr.wisc.edu/benefits/leave. You can find out about FLSA (the Fair Labor Standards Act) online, as well.

Project funding: How do small and large DFD projects get selected for funding?

The FP&M Marketing and Communications team is working on a short explainer about how projects get selected, funded and approved; in short, how a project/building gets built. Please stay tuned for this resource, which will be published on FP&M’s website.

Project turnover: What controls are in place to ensure construction firms meet campus standards?

While every project has its own unique challenges from material selection to construction, FP&M has taken an active role in continuing to improve performance of new building turnover, including creating a quality assurance/quality control unit.

FP&M staff work closely with the architects and engineers to produce a design that meets the needs of campus by vetting the design through updated campus standards.

FP&M’s Capital Project Delivery department also vets the designs in meetings and drawing reviews with Physical Plant and with RediCheck (a construction document review tool) to identify issues early.

Commissioning and punchlists are completed for all projects to further identify construction concerns not meeting plans and specs.

Capital Project Delivery and Physical Plant also meet regularly to discuss improvements to enhance collaboration between teams and create clear pathways for comments/return feedback to and from the project team. While there is always room for improvement, the teams are working together to continually improve performance in all areas.

Trades:  What is the update on trades raises? Is there an update on apprenticeships?

The Wisconsin legislature’s Joint Committee on Employment Relations (JCOER) approved a new collective bargaining agreement with the Wisconsin State Building Trades Negotiating Committee, which covers campus Building Trades employees. The agreement includes a 2.95% general wage adjustment for employees within this bargaining unit, effective June 29, 2025, pending approval by the legislature and Governor Evers.