Department Billing Rates
Individual Service Rates
| Name of Service | 2026 Approved Rate (Effective 3/2/2026) |
| Fingerprint-Based Criminal Record Background Check* | $27 |
| Name-Based Criminal Record Background Check | $28 |
| Motor Vehicle Record (MVR) Check** | $28 |
| Education Verification | $21 |
| Form I-9 | $28 |
| E-Verify | $28 |
| *The finalist for a Security- or Safety-Sensitive Position will be required to pay between $10-20 on average to have their fingerprints rolled by a local law enforcement agency or a nearby fingerprinting service company. **MVR checks will only be conducted if driving is required as a job duty. | |
Below is a listing of common billing packages based on the individual service pricing above.
| Common Packages | Rate (Without MVR*) |
| New Hire Employee: Security-Sensitive Services: Fingerprint-Based Criminal Background Check, Form I-9, E-Verify | $83 |
| New Hire Employee: Security-Sensitive (Dual-Check) Services: Fingerprint-Based and Name-Based Criminal Background Check, Form I-9, E-Verify | $111 |
| New Hire Employee: Non-Security-Sensitive Services: Name-Based Criminal Background Check, Form I-9, E-Verify | $84 |
| New Hire Student Worker: Non-Security-Sensitive** Services: Form I-9, E-Verify | $56 |
| Current Employee: Security-Sensitive Services: Fingerprint-Based Criminal Background Check | $27 |
| Current Employee: Non-Security-Sensitive Services: Name-Based Criminal Background Check | $28 |
| Current Employee: Form I-9 Re-verification Services: Form I-9 or Form I-9 Supplement B | $28 |
| DCC (Affiliate, Associate, Volunteer, Intern Only) Services: Name-Based Criminal Background Check | $28 |
*When driving is required, add $28 for MVR check.
** Effective March 2, 2026, units will not be responsible for this cost.
Additional Information
Under Arizona Revised Statute 15-1649 and the University of Arizona’s Pre-Employment Screening Policy 103.1, the Finalists for Non-Security- or Non-Safety-Sensitive Positions will be subject to a Name-Based Criminal Record Background Check. Employment is contingent upon the satisfactory outcome of the Criminal Record Background Check.
Name-Based Criminal Record Background Checks shall be conducted on any person who is offered and accepts employment at the university as a new hire or rehire, or any current employee of the university who accepts a qualifying job change (such as reclassification/title change, promotion, transfer, additional job, reassignment, or other similar change) in the same or different position, or same or different department.
Student employees are not subject to Name-Based Criminal Record Background Checks; however, they are subject to Fingerprint-Based Criminal Record Background Checks if they are performing Security- or Safety-Sensitive Positions or disclose prior felony convictions (see Fingerprint-Based Criminal Record Background Checks).
Under Arizona Revised Statute 15-1649 and university policy, the Finalist for a Security- or Safety-Sensitive Position, or a Finalist who discloses that they have been convicted of a felony, shall submit a full set of fingerprints to the university for the purpose of obtaining a state and federal criminal records check. Employment is contingent upon the satisfactory outcome of the Criminal Record Background Check.
Fingerprint-Based Criminal Record Background Checks shall be conducted on any person who is offered and accepts employment in a Security- or Safety-Sensitive Position at the university as a new hire or rehire, or any current employee of the university who accepts a qualifying job change (such as reclassification/title change, promotion, transfer, additional job, reassignment, or other similar change) in the same or different position, or same or different department.
Student employees in Security- or Safety-Sensitive Positions, or who disclose a felony conviction, shall be subject to a Fingerprint-Based Criminal Record Background Check.
For information on Security- or Safety-Sensitive Positions, see the university’s Pre-Employment Screening Policy
Evidence of criminal convictions or other adverse information will not automatically disqualify a Finalist from consideration. When Human Resources evaluates whether to employ an individual with a criminal history, considerations include relevance of a criminal conviction to the job duties to be performed, the nature of the offense, the Finalist’s work history since the conviction, the date of the most recent offense and the truthfulness of the information provided by the Finalist.
Under Arizona Board of Regents (ABOR) policy 6-709, the university policies on Pre-Employment Screening and Fleet Safety, a Motor Vehicle Record (MVR) Check must be obtained when driving is part of the individuals job duties and an individual is authorized to drive a university or private motor vehicle on university business.
Main Phone Number: 520-626-0715
Customer Service Email: preemployment@arizona.edu
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