If it is a legitimate performance evaluation, your supervisor knows what you have accomplished, what your objectives for the year were, and how you fared in terms of those objectives. He/she (no pun intended) can discuss your strengths and range of skills as well as the things you need to work on to grow in terms of your skills and your value to the company.
If your supervisor doesn't already know/can't recall these things, you're SOL because you've just wasted your time in the evaluation session; and your supervisor has no clue about the critical importance of acknowledging and promoting his/her supervisees' worth.