Part your hair horizontally from ear to ear. Pull the top section of your hair onto the top of your head. You can twist the hair upward to create a nice, even sweep if your crochet braids are long or thick. Then, wrap the hair around to form a bun or leave it loose to create a ponytail. Secure the bun or ponytail with a hair tie. Leave the bottom section of your hair loose for a half-up look. If there are any loose sections around your face, you can pull on them with your fingertips so they frame your face. Make a deep side part from your forehead to the nape of your neck. Lift 1 to 2in (2.5 to 5.1cm) of hair near your forehead on the side with more hair. Braid the hair in a thick braid or twist the hair several times to form a side twist. Place the end of the braid or twist at the back of your head, towards the nape of your neck. Take 1-2 strands of hair near your forehead from the opposite side of your head and use them to tie the ends of the twist or braid. Loop the pieces together to form a loose knot so the style stays in place. You can then smooth the loose section with your fingers to remove any frizz or flyaways. Part your hair in the middle, running from your forehead to the nape of your neck. Then, take 1-2 strands of hair from the bottom side sections of your head, just below your ears. Hold each section in your hands on either side of your head. Lift the sections upward and bring them to the back of your head. Secure them together at the back by tying them in a loose knot. For a more dramatic look, you can take 3-5 strands of hair from bottom side sections of your head and tie them together in the back. This will create a higher front section on your head. This is a great style if you are on the go and want an easy option that keeps the crochet braids out of your face. Part the top section of your hair in the middle, running from your forehead to the nape of your neck. Then, take a 2- to 4-in (5.2- to 10.2-cm) section of hair from your hairline between the center part and your ear. Angle the section upward, away from your face, and tie it up with a hair tie to form a side ponytail. Repeat this on the other side, creating 2 small side ponytails with your hair. Part your hair vertically in the center from your forehead to the crown of your head. Gather the hair from your hairline to the crown of your head on 1 side of the part and put it in a ponytail. Repeat on the other side, then: Twist 1 ponytail around several times and place it across the top of your head so the ends touch the top of the other ponytail. Wrap the end of the ponytail around the top of the other ponytail, securing it with hair pins. Next, take the other ponytail and twist it around several times, placing it on the top of your head, next to the existing twist. Curl the ends of the ponytail around the other, secured ends and pin it in place to form a top crown.
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One-sentence summary -- Do a half bun or ponytail. Create a side twist or loose braid. Do a loose back knot. Try 2 small side ponytails for a fun look. Create a top crown style with 2 small side ponytails.

Q: Spend some time thinking about the work that needs to be performed. Sit down, brainstorm and take some notes. Consider what performance outcomes are critical to company success. This usually considers such factors as productivity (amount of work to be performed within a unit of time), cycle time (how long it takes), quality (error rate per std volume), or cost. Pinpoint exactly what a person is expected to do. For example, identify an objective measure such as produce x widgets per hour with 98% pass through rate. Then, zero in on what specific knowledge they need in order to meet that expectation. For example, if an employee is not being as productive as he or she could be, then the data might show that idle time is to blame. Therefore, the solution might be for the employee to work on is or her time management skills. Performance objectives need to be very specific and objective, so look closely at details. Also, make sure that the goals you are setting directly apply to that person's actual job or position. Is the objective something that the person can manage or change? Confirm that the objective is something that makes sense for a person in their particular role within the organization. This is not just for you the people working toward their objectives need to be able to track progress and success, too. Vague objectives can't be properly measured, have no value and can be open to interpretation, which you definitely want to avoid. To prevent this, be certain that there is a way for people to measure their progress. Be prepared to explain in a clear, concise way on paper what this measurement is and how it works. For example, a freshman level botany student whose goal is to understand how plants grow from seed might be expected to raise a tomato plant from seed to fruition. The tomato plant is the measurable outcome. Confirm that the desired outcome for each objective is achievable. One of the primary goals of writing performance objectives for people is to motivate them to succeed. Objectives that include outcomes that the person can't directly influence or change will have the opposite effect. Aim for objectives that will challenge the person in a reasonable way. Pinpoint how the person's individual performance, not external factors, will be the primary determinant in the achievement of the goal. The goals need to be realistic, given the skills of the person in question and resources available. Identify the specific resources and assistance the person will have in achieving the goal. Pinpoint what your expectations are then explain them to your employees. Once you've identified what your desired outcome is for each objective, you need to be certain that the objective will produce the desired outcome. Explain in a clear and direct way what that outcome actually is. For example, if you plan to ask a marketing associate to complete a monthly newsletter for the company, then you would expect this newsletter to be submitted each month, on a particular day, without fail. It is important to teach your employees how to achieve the performance objectives using the proper process. Make sure that you explain the proper process to them before the changes are implemented. Consider what type of action must be taken. What will the person need to do in order to achieve the goal? Think about what concepts need to be understood, what types of analysis and tasks they should be capable of, and what kind of problems they need to be able to solve. For example, a new employee who needs to increase productivity will be asked to learn better time management skills. To accomplish this, the employee will attend a webinar each Friday that covers this topic and provides helpful tips.
A: Identify Relevant Performance Objectives. Ensure that results can be measured and achieved. Communicate performance objectives to employees. Train employees in proper process.

Article: You can use parchment paper or a silicone baking mat to line your tray, but skip plastic wrap since it's not oven-safe. When it's fully baked, the glitter should be dry and will start to peel away from the baking tray. Your edible glitter should last for months, but may lose some sparkle over time. Be sure to keep away from water and sunlight to prolong its shelf life.
Question: What is a summary of what this article is about?
Preheat the oven to 280F (138C) and line a baking tray. Bake the glitter for 10 minutes. Store the edible glitter in an airtight container or jar.