A pay increase at an annual review time will occur typically for one of two reasons:
Resolving issues with under-payment, for instance, you might have come on as a junior and as a consequence of capped pay rises due to HR policies may not be earning as much as your peers within the company. This can be seen as a matter of fairness and depending on the company can work, however, this is typically a difficult reason to get a payrise for
Recognition of performance, if you have exceeded expectations and delivered significant value then recognition of your efforts should be either be part of the existing framework of remuneration increases or be something that could be arranged. This is often easier to get put through if you've delivered value to the right people
Resolving under-payment, as I said is typically tough, and will require evidence of how your being underpaid in relation to people performing to the same standard within your company. Market conventions and rates are unlikely to be of value here unless you are prepared to leave.
Recognition of performance is an easier to achieve payrise, however, it typically requires documented evidence of success above and beyond what might be expected of someone at your level. If you have clients you've billed who have been bowled over by your quality, now is the time to collect feedback from them. Repeat business where you've been specifically requested might be a useful proxy.
A recognition of performance pay rise request should be linked to objective evidence - if you have nothing to show that you're awesome then recognition of awesomeness can't happen.
Once you've ascertained which route to take then utilising the answers on How should I approach my boss if I'm feeling underpaid should help you a lot