I am indeed pressured to use it
This thread (and maybe OP) is avoiding the root issue: OP's management has no idea how to track performance properly. Advice like "don't use it" is just delaying the issue until the next performance review where it will blow up in everyone's face.
It's a typical issue of micromanagement. My advice: nip the problem in the bud by steering the conversation back to your job responsabilities and effective ways to track performance relative to that "is my job responsability to consume company ressources, or is my job to deliver x to specification? And which should I prioritize?" (assuming management is acting in good faith and can be reasoned with), or get comfortable with the idea that your job requirements ask you to do things you are not comfortable with, or be prepared to look for another job.