Employee level metrics are a fast slipper slope to encouraging all the wrong behaviors. Most of what you actually want out of a good developer is not captured

Employee level metrics are a fast slipper slope to encouraging all the wrong behaviors. Most of what you actually want out of a good developer is not captured in metrics easily, but lots of superfluous stuff is. I recall one of my worst managers was a guy who would nitpick the "how" of every action (email/slack to users, internal runback documentation, etc), but rarely if ever call anyone out for inaction. He was also pretty indifferent to the what (actual functionality delivered to users). This created a tremendous bias to inaction in the team, and everyone developed slopey shoulders.. He eventually got fired but not before a lot of turmoil and turnover. As soon as you start rewarding devs based on story points, ticket counts, response times, ticket closure rates you get all sorts of bad behavior. You'd be better served based on quarterly changes in user satisfaction metrics as thats literally all that matters - the end product.