My suggestion would be this:
“I would like to develop, with your guidance and approval, a series of performance goals for this review period that would, in your opinion, justify an increase in my salary should I be successful in attaining them. Would you have some time this week or next to meet with me? In the meantime, I’ll begin drafting my goals for your review.”
Establishing performance goals with the incentive being a merit increase in salary should be part of an annual performance review that every employee is entitled to. And it should be done at the beginning of any review period (normally a one-year period) and should be agreed upon by employee and supervisor. If those goals need to involve production goals for the business itself in some way, so be it, as long as both employee and supervisor agree.
Whether or not an employee has done well enough in the performance of their job duties to deserve a raise should not be a guessing game or subject to an arbitrary decision on the part of the employer. It should be the subject of a well-planned, thoughtful procedure that establishes benchmarks and measurements that can be reviewed on an on-going basis throughout the review period.
It’s called “accountability”. It makes the employee accountable for justifying a salary increase; and it makes the employer accountable to make sure the employee knows where he/she stands in the performance of his/her job duties at all times.