Activity tracking
Context for review, not a productivity score
Activity tracking in SIPAG gives managers a general sense of engagement during tracked time — it is not a score, a ranking, or a substitute for judging the actual quality of the work.
Activity Summary
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Setting expectations
What activity tracking means; and what it doesn't
Being explicit about this is part of how SIPAG is designed, not just how it’s described.
What it means
- A general signal of engagement during tracked work sessions
- Context that supports a manager's review of approved work
- Something the professional can see for themselves, not just the client
- One input among several, alongside deliverables and communication
What it doesn't mean
- A productivity score, ranking, or performance rating
- A measurement of how 'hard' someone worked in a given hour
- A substitute for judging whether the actual output is good
- Something used silently, without the professional's visibility
Technical detail
What's actually measured
Signal
Detail
Input activity
Application context
Retention
Deletion on account closure
SIPAG records that keyboard and mouse input occurred during a tracked interval — it does not log which keys were pressed or capture typed content.
The name of the active application is recorded to support task attribution (e.g. “design tool,” “spreadsheet”); specific window titles and URLs are not captured by default.
Activity summaries are retained for the length of the client relationship plus twelve months, then deleted, unless a longer period is required to resolve an open dispute.
Activity data tied to a closed account is deleted within ninety days, except where retained as part of an unresolved PayStaff Protect case.
Responsible use
How managers should — and shouldn't — use it
Activity data is most useful as a conversation starter, not a verdict. A quiet afternoon might mean deep, uninterrupted focus on a hard problem, or it might mean something else entirely — the data alone doesn't say which. It's there to support a real review, not replace one.
PayStaff's own guidance to clients is straightforward: use activity tracking to inform a conversation about work, never as the sole basis for a decision about someone's performance or pay.
Want to see how this looks in practice?
We'll show you activity tracking the way your team would actually see it.
