| A COMPLIANCE GUIDE FOR FACILITIES AND STAFF Nevada Child Care Licensing
Background Checks, TB Testing, and the Full Compliance Picture Under NRS Chapter 432A Published by Fingerprinting Express & HireHealth Nevada’s trusted experts in livescan fingerprinting and employment health Las Vegas | Henderson | Reno |
Nevada’s child care licensing framework under NRS Chapter 432A is one of the most specific regulatory systems in the state. It governs who gets hired, what they must complete before their first shift, how facilities are inspected, and what must happen every year to keep a license in good standing.
Whether you are opening your first facility, onboarding a new employee, or preparing for your annual CCL inspection, this guide gives you the compliance picture in plain language with the expertise of providers who have helped thousands of Nevada child care workers clear the process.
| Fingerprinting Express
Nevada’s largest live scan provider. 0.02% rejection rate. NABS submissions processed the same day. Walk-in at four Nevada locations. |
HireHealth
Co-located occupational health services. TB testing (PPD and Quantiferon), drug screening, and physicals. Employer-ready documentation. |
| 1 | Nevada Child Care Licensing: The Legal Foundation |
Nevada’s child care licensing system is administered by the Division of Social Services (DSS) within the Department of Health and Human Services. The primary statutory authority is NRS Chapter 432A. The administrative regulations that fill in the operational detail are found in NAC 432A.
The system requires any person who provides care to more than four unrelated children, or who receives any compensation for child care, to hold a current license from the state. That threshold is intentionally low. The legislature wants virtually all organized child care to fall under the regulatory framework because the consequences of an unsafe environment fall on children who cannot advocate for themselves.
| WHAT THE CHILD CARE LAW COVERS
NRS 432A governs six categories of licensed facilities: family care homes, group care homes, child care centers, institutions serving at-risk youth, employer-operated on-site care, and out-of-school time providers participating in the Child Care Subsidy Program. Each category has tailored staffing, space, and training requirements. |
The Six Licensed Facility Types
| Family Care Home
Operated in the provider’s own residence. Provider must remain on premises at all times while children are in care. |
Group Care Home
Also home-based. Serves a larger group. With CCL approval may add up to three school-age children before and after school. |
| Child Care Center
Standalone facility with structured curriculum. The most common format for Nevada’s institutional child care providers. |
Institution
Provides care and housing to at-risk youth. Includes education, food, shelter, and medical and dental services. |
| On-Site Care
Employer-operated. Access is restricted exclusively to that employer’s own workforce. Cannot serve the general public. |
Out-of-School Programs
Boys and Girls Clubs, parks and recreation, and similar providers in the Child Care Subsidy Program must meet CCDF requirements. |
Nevada’s Unified Licensing System
As of July 1, 2024, Washoe County Child Care Licensing was absorbed into the State of Nevada Division of Supportive Services Child Care Licensing Program. Every licensed facility in Nevada is now regulated under a single state framework. The change was designed to bring consistency in standards, inspection protocols, and training requirements regardless of the county.
EXPERT INSIGHT | Fingerprinting Express & HireHealth
At Fingerprinting Express, our staff are trained specifically on Nevada CCL’s Consent and Release form requirements. We sign as the fingerprinting agency, walk the applicant through their section, and return a completed form to the employee for the director’s signature. An incorrectly signed form submitted on day one means the clearance memo is delayed, and the employee cannot work unsupervised until it arrives. Getting the form right the first time is not a formality. It is the difference between a new hire who can contribute on day two and one who is sitting out the first week.
| 2 | Background Checks: What Facilities Must Know |
Background checks are the cornerstone of child protection in Nevada’s licensing system. Every person at a licensed facility who may have contact with children must clear a comprehensive background check before they can be left unsupervised with those children. For facilities, managing this process correctly means understanding both the timing requirements and the submission workflow.
The Four-Database Check
Nevada CCL does not run a single background check. It runs four simultaneous checks through the Nevada Automated Backgrounds System (NABS):
| 1. State Criminal History
Conducted through the Central Repository for Nevada Records of Criminal History. Covers all criminal charges and dispositions in Nevada. |
2. FBI Criminal History
National criminal history check through the Federal Bureau of Investigation. Captures charges in all fifty states. |
| 3. Child Abuse & Neglect Registry
Searches both local Nevada records and the national registry for substantiated findings of child abuse or neglect. |
4. Sex Offender Registry
Searches both local Nevada records and the national sex offender registry. Any match is a disqualifying result. |
| OUT-OF-STATE APPLICANTS
If a new hire has not lived in Nevada for the full five years prior to hire, a background check from their previous state of residence is also required before a Clearance Memo can be issued. Collect proof of prior residence and initiate the out-of-state check at the time of hire. |
The 24-Hour Fingerprinting Rule
Under Nevada CCL regulations, fingerprinting must occur within 24 hours of the hire date. This is not aspirational language. It is a compliance deadline. The facility’s obligation is to ensure the new hire is fingerprinted and that the Consent and Release form is submitted to CCL before that 24-hour window closes.
The Consent and Release form must bear three signatures: the fingerprinting agency, the employee, and the facility director. If the employee is under 18, a parent or guardian must also sign. Submitting an incomplete or incorrectly signed form triggers a rejection from NABS and restarts the clock. This is the single most common compliance error we see.
| EXPERT INSIGHT | Fingerprinting Express & HireHealth
At Fingerprinting Express, our staff are trained specifically on Nevada CCL’s requirements. We spend time and walk the applicant through their process. An incorrectly signed form submitted on day one means the clearance memo is delayed, and the employee cannot work unsupervised until it arrives. Getting the form right the first time is not a formality. It is the difference between a new hire who can contribute on day two and one who is sitting out the first week. |
Before the Clearance Memo Arrives
After fingerprints are submitted and the Consent and Release form is accepted, CCL processes the background check and issues a Clearance Memo to the facility. The timeline typically ranges from a few days to a few weeks for applicants with no disqualifying history.
| UNSUPERVISED CONTACT RULE
Until the Clearance Memo is received by the facility, the new hire may be present on site but must be under the direct supervision of a fully cleared caregiver who is 18 or older at all times. Any period of unsupervised contact with children before the memo arrives is a compliance violation subject to citation. |
The Five-Year Renewal Requirement
Background checks do not expire after a single year. Nevada CCL requires that every employee, volunteer, and resident at a licensed facility who is 18 or older complete the full four-database background check renewal every five years. CCL does not always send automatic reminders. The facility is responsible for tracking renewal dates.
| CLEARANCE MEMO PORTABILITY
If a staff member transfers from one licensed child care facility to another and holds an unexpired Clearance Memo, the new facility must still enter a new application into NABS and submit an updated Consent and Release form signed for the new facility. The existing memo does not transfer. Fingerprints are not always portable across jurisdictions. Confirm with the relevant CCL office before assuming a prior clearance applies. |
Disqualifying Crimes: No Exceptions
Nevada CCL publishes a specific list of disqualifying crimes. Any applicant with a disqualifying charge on their record cannot be employed, volunteer, or reside at a licensed child care facility. There are no waivers, no appeals, and no case-by-case exceptions. The full list is available on the Nevada DSS website and should be reviewed before extending any offer of employment.
| 3 | TB Testing: The Compliance Basics |
A negative tuberculosis test is required before any new child care employee may begin working around children. This requirement exists because tuberculosis spreads through airborne transmission. A child care setting, with its close contact and enclosed spaces, is exactly the kind of environment where an undetected active TB case poses real risk.
The Southern Nevada Health District stopped offering TB testing for employment purposes over a decade ago. New hires cannot rely on public health clinics. Testing must be obtained through a private clinic, physician’s office, or an occupational health provider. HireHealth offers both accepted test types at co-located Nevada sites.
Three Accepted TB Test Types
| PPD Skin Test
A purified protein derivative is injected into the forearm. The site must be read by a clinician 48 to 72 hours after placement. If the reading window is missed, the test must be repeated. HireHealth schedules the reading appointment at the time of placement so the timeline is not missed. |
Quantiferon TB Gold
A single blood draw tested in an independent laboratory. No return visit required. Results typically available within two to five business days. Approved by Nevada CCL since 2001. Recommended for applicants whose start date is within a week of their test date. |
| CHEST X-RAY
A chest X-ray certified in writing by a licensed health care provider is also accepted. This option is typically used when a skin test or blood draw is medically contraindicated. The certifying provider’s written documentation must be kept in the employee’s personnel file and available at inspection. |
| EXPERT INSIGHT | Fingerprinting Express & HireHealth
The most frequent TB testing mistake we see from child care facilities is a test that was negative but is more than six months old. The requirement is clear: the test must have been completed within six months of the hire date. An employee who got a negative Quantiferon eight months ago and is changing jobs needs a new test. Directors who skip this step because the previous result was negative are creating a compliance gap that will surface at inspection. |
The Six-Month Recency Requirement
The TB test must have been completed within the six months prior to the employee’s hire date. A test result that is older than six months, even a clearly negative result, does not satisfy the requirement. For employees changing employers, a fresh test is required if the original was administered more than six months before the new hire date.
| PRE-EMPLOYMENT TIMING
Advise prospective hires to schedule their TB test before their official hire date. A PPD skin test started on day one of employment requires a return reading visit on day two or three. If the reading is missed, the test must restart. The Quantiferon blood draw eliminates this risk and is the more reliable option when onboarding speed matters. |
Which Test Should Your New Hire Choose?
| Choose Quantiferon when…
The start date is within seven days. The applicant cannot guarantee a return reading appointment. The applicant has received a BCG vaccination, which can produce a false-positive PPD. A prior positive PPD needs blood-based confirmation. |
Choose PPD when…
The start date is flexible and more than a week out. The applicant can keep a return reading appointment. Cost is a consideration, as PPD is typically the lower-cost option. |
| 4 | New Hire Compliance: The Full Timeline |
When a new employee joins a licensed Nevada child care facility, the clock starts immediately. The following sequence covers the complete compliance timeline from the day of hire through the first 90 days.
Day One: The Non-Negotiables
| 1 | Fingerprinting within 24 hours of hire
The new hire must be fingerprinted within the first 24 hours. The facility must simultaneously submit a new NABS application and deliver the completed Consent and Release form to CCL. Fingerprinting Express signs as the fingerprinting agency, completes the form on site, and returns it to the employee same day. |
| 2 | Negative TB test result in hand before first shift
The TB test must be complete and the result must be negative before the first day of contact with children. A PPD administered on the day of hire cannot be read for 48 to 72 hours. HireHealth recommends arranging the TB test before the official hire date to avoid this gap. |
| 3 | NABS applications for all household members (home-based facilities)
If the facility is home-based, all household members who are 18 or older must also have current background clearances on file. This includes individuals not employed at the facility. |
Days 1 Through 14: Orientation
| 4 | Written and oral orientation within 14 days
Within the first two weeks, every new hire must receive oral and written orientation covering the facility’s policies and procedures and Nevada CCL requirements. This orientation must be documented with both the director’s and the employee’s signature and date. It is among the first items CCL inspectors request. |
Days 1 Through 90: Required Training
| 5 | In-person CPR and first aid certification
All new hires must complete in-person CPR and first aid training appropriate to the ages of children in the facility within their first 90 days. Online completion does not satisfy this requirement. |
| 6 | Signs of illness and bloodborne pathogens training
Training on recognizing signs of illness in children and on bloodborne pathogens must also be completed within the first 90 days and must be conducted in person. |
| CHECKLIST FOR FACILITY DIRECTORS
Before a new hire’s first day: confirm TB test result is negative and dated within the past six months, confirm fingerprinting is scheduled within 24 hours of hire, and confirm the Consent and Release form is ready for director signature. These are the three points at which the process most often breaks down. |
| 5 | Annual Compliance for Facilities |
Maintaining a Nevada child care license is an ongoing commitment. The following obligations recur annually and must be tracked by facility directors throughout the license year.
Annual Training Hours
| Child Care Centers
24 hours of approved training per year for all staff. At least 2 of those hours must address health, obesity, and wellness. Training must be completed within the annual cycle tied to the license expiration date. |
Family and Group Care Home Providers
15 hours of approved training per year. The same 2-hour minimum on health, obesity, and wellness applies. Training tracked through the Nevada Registry. |
| CPR TRAINING CREDIT
Up to 2 hours of CPR training per year may count toward the annual training total. Only the 2-hour maximum is creditable regardless of course length. |
Child Abuse and Neglect Training
Every staff member must complete child abuse and neglect training at least once every five years. The minimum course length is two hours and the training must be conducted in person. Hours count toward the annual training total in any year in which they are completed.
Annual Inspection Requirements
Licensed facilities are subject to annual on-site inspections by CCL surveyors. Fire and life safety inspections are also required annually. Inspectors will review personnel files for completed background clearances, TB test results, training documentation, and orientation records.
| EXPERT INSIGHT | Fingerprinting Express & HireHealth
The two most common personnel file citations we hear about after CCL inspections are expired TB test documentation and background check renewals missed at the five-year mark. We recommend a simple spreadsheet tracking the hire date, TB test date, and background check clearance date for every employee. Set calendar reminders at the 5-month mark for TB and the 4.5-year mark for background checks so there is time to schedule before the deadline. |
Annual License Renewal
Nevada child care licenses must be renewed annually. The Nevada Registry tracks approved training hours for all licensed providers and is the verification source CCL relies on during renewal. Confirm training records are complete and up to date in the Registry before submitting the renewal application.
| 6 | Physical Environment and Operational Standards |
Space Requirements
| Indoor space
Minimum 35 square feet per child, not counting hallways, bathrooms, or kitchens. |
Outdoor space
Minimum 37.5 square feet per child. Play areas must be fenced or enclosed. Resilient surfaces required under elevated equipment. |
| FOOD SERVICE
Preparing cooked meals from raw ingredients generally requires a Kitchen Permit from the local health department. Assembling sandwiches or reheating prepackaged foods typically does not. Confirm with your county health department. |
Quality Beyond the License: Silver State Stars
Licensed facilities can opt into Nevada’s Silver State Stars Quality Rating and Improvement System (QRIS), administered by the Nevada Department of Education. Participation is free and voluntary. The program provides coaching, quality improvement grants, advancement bonuses, and support toward national accreditation. Ratings are visible to families searching findchildcare.nv.gov.
| 7 | One Stop: How Fingerprinting Express and HireHealth Serve Child Care Providers |
The two requirements that must happen before a new hire can work unsupervised, fingerprinting and TB testing, can be completed at a single location across Nevada. Here is how our process works and why it matters for facility compliance.
Why the One-Stop Model Matters
When a director hires a new employee, two compliance clocks start simultaneously. The fingerprint submission must happen within 24 hours. The TB test must be negative before the first shift. In the past, meeting both requirements meant two separate locations, two separate appointments, and two separate documentation workflows. Fingerprinting Express and HireHealth solved this by co-locating at the same Nevada sites.
Our Process Step by Step
| 1 | Walk in or schedule online at any Nevada location
No appointment required. Walk-ins accepted during all business hours. For facilities onboarding multiple employees at once, scheduling ensures dedicated time. |
| 2 | Bring a valid government-issued photo ID
A valid driver’s license, state ID, passport, or military ID is accepted. Confirm with your new hire before they come in. |
| 3 | Fingerprinting is completed in two to five minutes
Once registration and payment are complete, the process is fast! Our live scan equipment and trained technicians produce a 0.02% rejection rate. Prints submitted correctly the first time mean NABS receives a clean submission, and the clearance clock starts without delay. |
| 4 | Consent and Release form completed on site
Our staff signs as the fingerprinting agency and walks the applicant through their required section. The completed form is returned to the employee to bring to their director for the final signature. |
| 5 | TB test administered at the same visit
HireHealth staff discuss the applicant’s start date and relevant medical history to recommend PPD or Quantiferon. The selected test is administered at the same appointment. PPD reading appointments are scheduled before the applicant leaves. |
| 6 | Employer-ready documentation provided
All results documentation is formatted for immediate placement in the personnel file. It includes the test type, date administered, date read, result, and administering clinician. This is the format CCL inspectors look for. |
Nevada Locations– Walk-Ins Welcome!
| Las Vegas South Rainbow
Fingerprinting Express + HireHealth Full fingerprinting and TB testing |
Las Vegas North Rainbow
Fingerprinting Express + HireHealth Full fingerprinting and TB testing |
| Henderson
Fingerprinting Express + HireHealth Full fingerprinting and TB testing |
Reno
Fingerprinting Express + HireHealth Full fingerprinting and TB testing |
| 8 | Frequently Asked Questions |
What is the NABS and how does it work?
The Nevada Automated Backgrounds System (NABS) is the online platform through which child care facilities submit background check requests to the Division of Social Services. When a new hire is fingerprinted, their prints are submitted electronically into NABS along with the completed Consent and Release form. CCL uses NABS to run all four required database checks and issues the resulting Clearance Memo through the same system.
Can a facility director sign the Consent and Release form before the employee is fingerprinted?
No. The form requires the fingerprinting agency’s signature, which confirms that the prints have been taken. The correct sequence is: fingerprinting agency signs, employee signs, director signs. A form missing the agency signature will be rejected by NABS.
What happens if a new hire’s background check returns a disqualifying result?
The facility will be notified through NABS. Employment must be terminated immediately. If you are uncertain whether a specific charge is disqualifying, consult the CCL disqualifying crimes list on the Nevada DSS website before extending any offer of employment.
Is the Quantiferon TB Gold test more expensive than a PPD skin test?
Typically yes. The Quantiferon requires a blood draw and laboratory processing. For new hires on a tight start date or those who have had a prior BCG vaccine or positive PPD, the Quantiferon is the more reliable choice. HireHealth staff can discuss cost and timeline with applicants at the time of their visit.
How long does it take to receive a Clearance Memo after fingerprints are submitted?
For applicants with no criminal history, the process typically takes between a few days and two weeks. There is no mechanism to expedite the process. This is why submitting fingerprints as early as possible, ideally on the day of hire, gives the best chance of clearance before the employee needs to work unsupervised.
Are volunteers subject to the same background check requirements as paid staff?
Yes. Any volunteer who has unsupervised contact with children at a licensed facility must hold a current CCL background clearance. The five-year renewal rule applies equally to volunteers and paid staff.
What if an employee refuses to be fingerprinted or TB tested?
Participation in both background checks and TB testing is a condition of employment in Nevada’s licensed child care industry. A prospective employee who refuses either requirement cannot legally be employed in a role that involves unsupervised contact with children at a licensed facility.
| 9 | Nevada CCL Contacts and Resources |
The following contacts serve Nevada child care facilities by region. Licensing applications, NABS questions, inspection scheduling, and compliance inquiries are handled by the regional office for your county.
| Southern Nevada (Clark County, Las Vegas area) | (702) 486-3822 |
| Northern Nevada | (775) 684-4463 |
| Washoe County (Reno, Sparks) | (775) 337-4470 |
| Rural Nevada | (775) 753-1237 |
| findchildcare.nv.gov
Search licensed provider listings and view inspection history. Updated by CCL after each inspection cycle. |
nevadaregistry.org
The Nevada Registry tracks approved training hours for all licensed providers. Training hour verification for license renewal is sourced from this system. |
