How Brockport Volunteer Fire District grew from 17 to 44 interior firefighters in three years

Before these changes Brockport averaged roughly four firefighters responding to each call. By September 2026 that average rose to more than nine responders per call. Increasing staffed responders affects response capacity, shift pressure, and the department's ability to perform interior operations safely.

• A state-funded live-in program started during the 2025–2026 school year. College students interested in firefighting can live in the bunkhouse in exchange for 20 duty hours per week.
• The district had one live-in student during the first year and received two additional applications within a month of the report.
• A current live-in, identified as Tyler Lamendola, is pursuing a master's degree at SUNY Brockport and uses the program to gain operational experience while reducing housing costs.

• Brockport launched a social media recruitment campaign in 2024 aimed at younger volunteers. The campaign is credited alongside the live-in program for widening the applicant pool.

• The department offers a restricted-access membership for 16- and 17-year-olds to gain early fire service experience. This creates a pipeline for future interior firefighters and exposes teens to training and local operations.

• Brockport firefighters have an average age of 36, compared with a statewide average age of about 50 described by the fire chief. That shift toward younger members is tied to the district's recruiting focus.

• More than doubling interior staffing translated into a higher average response per call, improving on-scene capacity for interior tasks.
• The live-in program provides hands-on experience across different departments, which can accelerate skill development for aspiring career firefighters.

• Brockport is sharing its recruitment strategies with other fire districts that face volunteer staffing shortfalls. The combination of housing incentives, digital outreach, and youth access creates multiple entry points for potential volunteers.

What this implies for other departments

• Targeted incentives (like housing) can attract students and younger recruits who need affordable lodging and flexible schedules.
• Social media can change the demographic mix of applicants when combined with clear, accessible entry options for minors.
• Restricted youth membership builds a local pipeline that may reduce long-term recruitment pressure.