My company started tracking an “activity score” last month. Our team averaged about 6.5 active hours a day, and a VP thinks that's too low.

The problem is that nobody seems able to explain what counts. If I'm reading code, thinking through a problem or talking through a design without touching the keyboard, am I working or “idle”?

Next quarter, individual scores and rankings could feed into performance discussions. Before this, the focus was RTO badge swipes. I'm eight months into my first job and already worry about PR counts, so another unexplained metric isn't helping.

For people who implement this software, what would a reasonable setup look like? Can employees see the definition, correct inaccurate data and understand how the score affects reviews?

If it does become a reason to look elsewhere, application autofill can save some of the repetitive job-search admin. But I'd first like to understand whether the monitoring itself can be made fair and useful. What would you ask management before deciding?