Fingerprint and Criminal History Updates

Aug. 28, 2026

What is changing?

The Colorado Department of Education’s Investigation Unit can no longer provide FBI criminal history reports to public school districts through eLicensing Verification Access (EVA). CDE was directed by the CBI/FBI to stop sharing the FBI criminal history PDF through CDE's EVA.

What do school districts need to do?

No immediate action is required. Districts are not required to universally re-fingerprint current licensed employees.

Districts may continue to rely on CDE's licensure investigations process to identify, flag and take action on new issues that may affect an educator license.

The current process for Colorado subsequent arrest information is not changing. CDE will continue to receive subsequent arrest information from CBI for licensed education and make that information available to districts.

If you have a question regarding a background, email our team at CDELicensingBackgroundUnit@cde.state.co.us or call us at our district only line. 303-866-6966.

For licensed individuals who are being considered for employment, whether to conduct an additional pre-employment background check is a decision for the employer. Districts can check CDE's eLicensing Verification Access (EVA) to determine whether CDE has flagged an individual for investigation and may contact CDE's licensing investigations team with questions regarding the investigation. Click here for other alerts and what they mean.

CDE recognizes that a district's employment review may be different from CDE's licensure review. A district may consider certain arrests or convictions relevant to an employment decisions even when the information would not support denial, suspension, or revocation of an educator license under state law.

If a district wants to receive the full CBI/FBI criminal history information available through an employment background check and receive subsequent arrest information directly from CBI, the district may choose to conduct its own pre-employment background check. This process is separate from fingerprinting required for educator licensure under the Educator Licensing Act. CDE is developing additional guidance for districts regarding these considerations.

What about subsequent arrest reports?

Nothing is changing with Colorado subsequent arrest reports. CDE will continue to receive subsequent arrest information from CBI for licensed educators and make that information available to districts.

There is no automatic out-of-state subsequent arrest report that the CBI provides to CDE. CDE generally learns of out-of-state criminal history issues through reciprocal licensure flags or actions taken by another state. When CDE receives that information, it will flag the individual in CDE's system as appropriate so districts can see that matter has been referred for investigation. 

When do we have to begin and what if we can't fingerprint everyone now?

There is no new deadline or universal requirement for districts to re-fingerprint current licensed employees. Districts may continue to rely on CDE's licensure investigations process for purposes of identifying issues that may affect an educator license. 

However, CDE can no longer provide districts with the FBI criminal history PDF. In addition, CDE's licensure review and a district's employment review serve different purposes. Information that does not warrant action against an educator license may still be relevant to a district's employment decision under its own policies. For that reason, an employer may choose to conduct its own pre-employment background check.

What statute does CBI rely on for school district employment background checks? 

CBI currently relies on C.R.S. § 22-32-109.9 when processing employment background checks for school districts. CDE is aware that the statute does not clearly address all circumstances in which a district may seek a pre-employment background check. CDE intends to seek legislative clarification regarding this authority. 

Who pays for fingerprinting? 

When a current employee is required to undergo a background check under C.R.S. § 22-32-109.9(1) because there is a good cause to believe the employee has been convicted of a felony or misdemeanor, the statute requires the school district to pay the cost. The statute does not clearly assign responsibility for the cost of fingerprint in circumstances where there is no such good cause. CDE intends to seek legislative clarification on this issue as well.