In one sentence, describe what the following article is about: If you have refrigerated your batter, you will need to remove it from the fridge and allow it to sit at room temperature for at least an hour.  The dosas work better with room-temperature batter. Bring the cooking surface up to temperature for about 10 minutes with medium heat. An appropriate cooking surface would be a nonstick skillet, an iron griddle, or a flat tawa. The best way to prepare and season the cooking surface for making dosas is to pour a few drops of oil on a cut onion and rub the onion with pressure around the pan.  You may find that you need to adjust the amount of oil depending on the cooking surface that you use, but one or two drops should be enough. The size of your dosas will be, in part, determined by the limitations of your cooking surface.  Dosas can be made small, for individuals, or larger, to share.  If you plan to make larger, shareable dosas, you will need to double the amount of batter you use for each one.
Summary: Bring the batter to room temperature. Heat the cooking surface. Season the cooking surface. Decide what size you want to make your dosas.

Before you begin an employee's performance appraisal, you'll need to decide how to review that employee's work. There are several different ways of organizing/structuring your appraisal. Three of the most common include:  Open-ended: Rather than using a rating scale, an open-ended appraisal is an open-ended written evaluation that can include any thoughts that the appraiser chooses to include. This format is preferable if you only manage a small number of people. Structured response: The structured response appraisal is a middle-ground between open-ended and checklist evaluations. It consists of a series of topics/questions within a set of performance parameters, which you fill in according to the employee's performance. Remember that these responses need to be based on observation of results, not speculation of motive or attitude.  Checklist: The checklist appraisal is generally used by managers with a large number of employees to evaluate. It consists of a list of performance appraisals and a numerical ranking of how a given employee performs in each category (for example, on a scale of 1 to 5). Ranking employees in groups against others can be an effective way to recognize low performance. Many company automatically terminate the lowest 10 percent if no improvement is made. It can be very easy to confuse accomplishments and achievements with activities. Activities are what workers perform on a day-to-day basis by coming to work; accomplishments are the results or outcomes of an employee's activities and hard work.  As you assess an employee's performance, you'll need to distinguish between that employee doing their job and actually accomplishing things for the company. Make a point of praising good work on the employee's part, but have concrete accomplishments to praise.  You should especially praise good work if the employee is doing the work of multiple people. Many employees get saddled with extra work after downsizing, yet they never get recognition for that extra effort.  Focus on the entire reporting period (most likely a year). Focusing on one bad incident from the last month and ignoring the last 11 months of flawless work is unfair and unhelpful for most employees. It may seem obvious, but a performance appraisal is only valuable to the employee if it provides specific feedback on areas that need improvement. It should also address specific things the employee is doing well, and provide encouragement in all areas of performance.  Dedicate time to each individual objective being reviewed. Be honest and fair in your assessment, and don't play favorites among your employees. Support every score on the evaluation, whether good or bad, with written comments and feedback.  Make sure your criticism (if any) is constructive. It's not helpful to tell someone they're bad at doing something; instead, tell them how to improve that aspect of their job. As a manager, ask and focus on how you can help employee reach goals. In other words, be people-oriented to achieve high standards, rather than process-oriented. Focus on each employee's strengths and weaknesses, and be sure to give your employee new performance goals for the coming year.  Let employees know that improvement can lead to benefits like a salary increase or a promotion to a better position. If the employee has areas that need to improve, you'll need to give that individual the tools to improve their performance. The best goals are called S.M.A.R.T. goals, an acronym for Specific, Measurable, Attainable, Relevant, and Time-bound.  Specific goals should use exact language and target the precise aspects of performance that need improvement. For example, instead of saying "Make better sales calls," you might suggest that the employee work on their tone and pitch with customers. Measurable goals should be easily tracked. You should have a clear indication of what needs to be done, how much change needs to be made, and when it needs to happen by. Attainable goals are realistic and feasible for an employee to accomplish. Rather than expecting an employee to single-handedly turn the company around, you should expect that employee to improve their sales numbers, for example. Relevant goals link the employee's performance with quantifiable results that relate to their function in the workplace. For example, a customer service employee may be asked to increase the number of disgruntled callers they're able to keep as customers. Time-bound goals have a specific start and end date. For example, a time-bound goal might be to improve customer satisfaction ratings within the next six months. Even the most critical performance appraisal should end with something positive. As a manager, you'll have to evaluate the work an employee has done to find something positive you can commend.  It's typically easier to take critical feedback if the review ends with something positive. Think about everything that employee has done over the last year, including how that employee interacts with other colleagues, to find something positive you can praise. While annual reviews are very common, some managers like to follow up with employees between those big reviews. These may be done quarterly or at the mid-year point, but the goal is to evaluate each employee's progress so that the employee isn't blindsided by more criticism during the next annual review.  You can follow up with employees through formal performance appraisals, or informally through a one-on-one conversation with each employee (if this is feasible). Praise improvements and corrective changes the employee has made. Give them credit for all their hard work. Point out any performance aspects that have not improved with your recommendations or have gotten worse since last year's review.
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One-sentence summary -- Choose an appraisal format. Consider what's actually been achieved. Justify each part of the evaluation. Set SMART goals and objectives for the position. End the review on a positive note. Follow up with quarterly or mid-year reviews.

Problem: Article: The liner is likely to be the dirtiest part of your cap, as it soaks up sweat and skin oils while wearing. Pick an enzyme-based laundry pre-spray and spritz some on to break down this type of grime.  Most modern baseball caps made in the last 10 years or so can be easily machine washed without issue. It's better to hand wash wool baseball caps. Older baseball caps tend to have cardboard brims. These caps should never be soaked completely in water. Instead, it's best to clean them with a spray bottle and washcloth. At this phase, treat your cap like any other type of laundry. Pair your cap with similarly-colored clothing and use whichever laundry detergent you prefer.  Wash with cold water for the best results. However, warm water should be fine, too. Do not use hot water when washing your cap. Do not use bleach. Once the wash cycle has finished, remove your cap and place it on a flat surface in a well-ventilated area. You may choose to position an electric fan nearby to speed up the drying process. Do not put your cap in the clothes dryer; it would likely shrink or lose its shape.
Summary:
Pre-treat the liner or headband. Toss your cap in with your normal laundry. Leave your cap to air dry.