It's deeply demotivating to learn that your manager doesn't know you all that well and cares more about filling in checklists, at least for me.
However for those who are superstar / plan maker, this discussion is actually beneficial. This is the moment where among all of things available, prioritized items will be officially registered, rather than your manager make assumption on what needs focus / not. The field staffer has more knowledge on that so managers may also missing some points that can be unraveled during this discussion.
I hear all this and it seem useful also. But from what I have seen in last 5-8 years is that immediate supervisor/manager have hardly any power or resources to anything meaningful for employees beyond filling basic HR templates that go nowhere.
This could be different for very early career employees or startups where one's manager could be just the founder or CTO and the like. But for mid career and above employees in typical established business, managers seem merely human timesheet for work done. They have full mandate to get work done creatively , enforce corporate policies from up top but little in term of listening/approving any of their employee's considerations.
Still this is a good CYA move from both you and your supervisor, since any concerns are already officially registered, action is just not taken by management
The thing is, your manager has to fill in some paperwork and other admin processes to get you that raise. The manager is probably willing to do that work for you.
You can make this easier for them by helping them fill in that template. Making your manager's job easier IS part of your job, especially making it easier for them to get you a raise.
So yes, the main part of your job is to do the work explicitly assigned to you. And another part of your job is making sure that the work you've done is easily legible to the company.
family/friends relationships have other 'rules'/courtesies.