It “could” work, but I believe there are more valuable approaches.  Evaluations are about performance -> achievement. Hours worked does not equate to effectiveness. Correlative, but not causative. Counseling metrics towards evaluations are better suited to outcomes. You could reframe the counseling to influence the desired action … “Leaders that tend to spend more than X hours towards developing their craft (in between IDTs/BAs) are more likely to do X, Y, or Z on performance reports.”