Federal health agencies are facing multiple vacancies and governance challenges due to their aging workforce, additional needs due to COVID-19, remote work opportunities, and decades-long mandates for reforming the Federal recruitment and hiring process. Training curriculum is often planned to be responsive to job-related competencies and current workforce demands. However, information critical to operations may not be well-documented, shared, or may be overseen by multiple, disconnected offices. While rebuilding the federal workforce, a comprehensive and adaptive training curriculum is necessary to onboard new employees with the critical knowledge and competencies required to be successful. The aims of this study were twofold. First, the research aims to demonstrate how analyzing a corpus of job-related artifacts using qualitative data analysis software can potentially improve the effectiveness of needs analysis and offer a fluid structure for knowledge to be added and restructured. Second, the study investigated the perceived accuracy and benefits of generating a training plan after conducting a gap analysis using the needs analysis results. This case study was conducted in a large supply chain office within an extensive Federal Health system. Data was collected using existing job descriptions and handbooks and analyzed using MAXQDA software. The data analysis was validated using a feedback survey and two rounds of semi-structured interviews with case study participants. The findings indicated that the method used to analyze job artifacts with the MAXQDA software produced an accurate and objective portrayal of the critical competencies required in job occupations. However, the method lacked the ability to prioritize tasks by frequency and importance. Additionally, the findings indicated that the training planning template and subsequent training action plan were highly useful tools for aligning training topics and identifying performance gaps in existing employees. The findings highlight the importance of utilizing multiple measurements, evaluations, and tools to gain an understanding of existing employee performance challenges that may or may not be addressed by training. Additionally, although a responsive and flexible training curriculum is a highly valuable product, the findings indicate that on-the-job training and implicit knowledge derived from peers are equally valued. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]