Anon's correct - it's necessary to divide this by institution type for one. I'd even go so far as divide it by teaching load (e.g. light - 2/2 or less, moderate 3/2, 3/3, or 4/3, or heavy 4/4 or above).
I also don't know how helpful this information would be. Quantity does not at all imply quality. During my department's most recent search we received some applications from candidates who had about 4 or 5 pages worth of publications on their CVs. However, many of these were frankly rubbish - articles in pop magazines or even newspapers. Also, the candidate's academic level will make a huge difference. Freshly minted Ph.D.'s and junior faculty applying for new positions will tend to have much fewer publications than those who are more seasoned and settled. Heck, someone trying to jump ship may have little accomplished in publishing during the past year if they just started some position.
Finally, activity may show-up in places beyond publishing. For example, a clinical psychologist who holds some private practice while working in academia is definitely staying active. Likewise, someone who does a lot with conferences and major service work (e.g. advising a major non-profit organization) likewise demonstrates activity.
So, don't try to narrowly focus on a single metric when evaluating your applicants. Otherwise, the best ones might slip through your filter.