Here are some resources for locating funding for your project. If you do not find what you need here, please contact Susan Robinson at 704-687-1869.
Funding Sources Databases:
- COS Pivot Funding Opportunities Database. Pivot, formerly the Community of Science (COS), is a subscription service provided by the University for faculty and staff with research responsibilities. The most comprehensive global source of funding opportunities, COS Pivot offers searches for many funding types in all disciplines. Users may customize optional funding alerts by email. For more information, contact Susan Robinson at 704-687-1869.
- Current COS Account-Holders. You must "claim" your existing COS Pivot profile in order to use Pivot to its fullest and update your profile. To claim your profile, log in to COS Pivot using your existing COS username and password. Your name is displayed in the upper right-hand corner. If you see a “claim profile” link, your profile needs to be linked to your Pivot account. Click “claim profile.”
New COS Pivot Users. If you do not have a current COS account, go to http://pivot.proquest.com and in the upper right-hand corner click “sign up.” You will receive a verification email which will include a link to Pivot.
- Additional user tips are available on the Pivot YouTube Channel.
- Grants Resource Center. GRC provides services to its members. Call 704-687-1869 for a password.
Faculty Buy-Out and Research Support
Course Buy-Out. The percentage of full-time equivalent (FTE) salary and benefits to “buy out” of a 3 credit course in CHHS is 10%. This policy is standard across all full-time faculty in the College.
Teaching salary buy-out is a means to free faculty time for more intense and focused research activity. The Dean has determined that funds returned to the College of Health and Human Services to support this focused research activity will be used first to cover per-course instruction costs for the course the full-time faculty is being released from, with the remainder distributed through the College’s Research Enhancement Funds (managed by the Office of the Dean).
- Example: Professor A’s salary is $80,000 per year. If she wants to buy out one course in one of the semesters of the academic year, she needs to generate $8,000 (10%) of her salary. If she wants to buy out of two courses, one in each semester of the academic year, she needs to cover $16,000 (20%) of her salary.
Teaching Policy. Although some faculty members may obtain 100% FTE funding support, faculty members may not buy out of 100% of their teaching assignments during the Academic Year as per University Policy. Full-time faculty with no administrative or other specially designated responsibilities must teach a minimum of two courses per academic year. Support of the teaching mission of the University is an essential role for faculty, and student exposure to our most productive researchers yields great benefit for them in our classrooms, the community and teaching laboratories.
Research Enhancement Funds. Research Enhancement Funds are managed by the Office of the Dean (Office of Research) and are used to support operations of the Office of Research, research start up, and new and ongoing research initiatives in the College. REFs are a combination of teaching buyout (after course coverage) and the Dean’s discretionary funds. Faculty may apply for REFs through the process outlined through the Research Enhancement Fund Online Request Form below.
Research Enhancement Funds will be strategically distributed and are not guaranteed. They are meant to fill a gap when other means of support have been exhausted or are unavailable to faculty researchers (i.e. allowable re-budgeting on grant proposals to cover unanticipated expenses, available overhead support through unit chairs, etc.). Research Enhancement Funds may be distributed to full-time faculty with active funding or to faculty seeking small amounts of funding for seed or pilot projects, or promising unity/industry research collaborations.
Summer Salary. “Summer salary” is any earning paid though the University for work performed by nine-month faculty members during the period May 16 through August 14. A 9 month faculty can be paid 3/9ths additional compensation from all sources paid through the University Payroll office during the summer. The 3/9ths maximum is calculated on the base salary and is equivalent to 3.0 months’ pay. For example, if the base salary of a 9 month faculty member is $72,000, the faculty member can earn a maximum of $24,000 over the summer. For additional information, please reference the university policy on additional compensation policy 101.15 https://legal.uncc.edu/policies/up-101.15
Indirect Cost (IDC) Return. The University policy is that 10% of the IDC is returned to the Academic Unit. No overhead is returned to the CHHS Dean’s Office. Distribution of overhead (IDC) within the unit or to the PI generating the overhead is at the discretion of the unit leadership.
Effective May 2019
Intent to Submit Form- click here
Hanover Research Consulting
National Alliance for Broader Impacts (ABI)
Broader Impacts 2.0
Complex, Large, or Interdisciplinary Proposal Preparation (CLIPP)
Information and eligibility requirements for CLIPP support- click here
CHHS Facilities & Resources Guide
College of Health and Human Services Facilities & Resources Guide (Microsoft Word Version)