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Page 2-3Whole Person WellbeingNewsPage 4Crescent’s Path to Growth:2024 Outlook and FutureStrategiesPage 6Talent StrategyCelebrating Success andInnovative InitiativesPage 8Celebrating Your Success and Encouraging LifelongLearningPage 9C1 Site Highlights andCommunity Spotlight: Watch Our Latest Videos!Page 10C11: Embracing KaizenPage 12Enhancing Career Growththrough IGPs and TalentedPeople Management atCrescentDiscover Crescent's exciting plansfor 2024 and beyond! Despiteeconomic challenges, we'reforging new relationships anddeveloping a formal GrowthStrategy for the first time in our38-year history.CRESCENT'S PATH TOGROWTH: 2024 OUTLOOKAND FUTURE STRATEGIESISSUE #9JAN-JUNE 2024www.crescentpark.comA Newsletter for Crescent People by Crescent People WHAT’S INSIDERead the FullArticle on page 4 B Y: C HR IS T AYLOR , FO UN DE R AN D CE O

FINANCIAL WELLNESS: EMPOWER EDUCATION SERIESJoin us for a live webinar:Take control of your finances with free toolsKey takeawaysJoin us for a live webinar to discuss:About EmpowerHow to access real help from real peopleHow to access your account onlineWays to explore resources and educationClosed Captioning (CC) is available for all sessions.Ofrecemos sesiones de educación en español.Sessions are available throughout themonth. Register today. Use the QRcode to sign up for the session thatbest fits your scheduleJoin your coworkers on a virtual walking tour through beautiful Italy! We will beginour 8- week journey in Milan, making a stop in Florence before finishing in Rome.We do not expect you to complete the route – just use it as scenery throughoutyour journey!:Date: July 8- September 1, 2024Register online on June 24th to participate:Log into your Wellness portal on the Wellworks for You app or online atwww.wellworksforyoulogin.com. Click Challenges from the portal homepage.Select the Walking Through Italy Walking Challenge to view the challengedashboard.Click Activate to become an active participant in the walking challenge.Select how you would like to appear on the leaderboard.Be on the lookout for more information via email and Crescent Communicationson this challenge as well as how to qualify for a prize!WALKING THROUGH ITALYlearningfromempower.comPAGE 2

HOLISTIC HEALTH WEBINAR: SAVE THE DATEJoin us for an enlightening webinar on holistichealth training, where we delve into the principlesand practices of achieving optimal well-beingthrough a holistic approach. In this webinar, we will explore theinterconnectedness of mind, body, and spirit, andhow addressing each aspect contributes to overallhealth and vitality. Wednesday, July 10th, 10 - 11 amThursday, July 18, 12 - 1 pmRegister today. Use the QR code tosign up for the session that best fitsyour schedule or email Trihealth atTriHealthEAP-CST@TriHealth.com.Ask-A-Counselor is a convenientway to seek answers. Thisconfidential email option offers away to receive practical informationand resources for daily living. Send a question and one of our mentalhealth counselors will provide youwith an answer within two businessdays. This service is meant to provide briefanswers to questions and is notintended to be an ongoingconversation with a counselor.Visit us online at TriHealthEAP.comto ask a question today.WHAT CAN THEEAP DO FOR YOU?Now Offering Family SummerDeals for Six Flags, Rental Cars, &Popular Destinations!This Easy way to find deals,discounts, rewards, and perksthrough various brands forsummer fun!Crescentperks.benefithub.comReferral code = JD8157Contact 1-866+-664-4621 orcustomercare@benefithub.comYou can use your preferred emailaddress to sign upSUMMER SAVINGS!DISCOUNTMARKETPLACEPAGE 3

“We are not just confident in renewing most of our major agreements, but we arealso optimistic about our ability to provide our customers the best value servicesolution, which aligns with our vision as a Premier Service Provider within ourindustry."With great pleasure, we provide an updateon 2024 and the outlook for the remainderof the year and into 2025. As outlined inthe Chronicle from October of 2023, weare not just confident but optimistic aboutCrescent's future growth and the securityof our customer base. Crescent's averagekey customer is fifteen years, some as longas thirty years, others as new as threeyears. We are not just confident inrenewing most of our major agreements,but we are also optimistic about our abilityto provide our customers the best valueservice solution, which aligns with ourvision as a Premier Service Provider withinour industry. While successfully completing a solid yearin 2023 in all aspects of the business, wefind in 2024 a slowing of our top-linegrowth. This is due to a combination offactors, some of which were planned forand others just taking longer thananticipated. These factors include theeconomies slow growth after COVIDslowdowns, and changes within the the supply chain. However, we have a lot ofsignificant momentum in establishing newrelationships and contacts with many CPGson the Contract Packaging side of thebusiness. These new connections hold greatpromise for our future growth. We expect tobegin ramping up this same approach forParts Fulfilment in the last quarter of 2024.We feel highly encouraged by the initialmeetings and must continue to follow allleads that will drive Crescent's growth for2025 and beyond. Speaking of growth, in 2024, as part ofour Annual Strategic Plan, we aredeveloping a formal Growth Strategy forthe first time in Crescent's 38-yearhistory. This strategy is a testament to ourcommitment to continuousimprovement and future success. Continued on next page. CRESCENT'S PATH TO GROWTH: 2024OUTLOOK AND FUTURE STRATEGIESBY CHRIS TAYLOR , CE O AN D FO UNDERPAGE 4

"Our commitment to continuous improvement and futuresuccess is stronger than ever as we develop our first formalGrowth Strategy, driving Crescent toward new heights."We are breaking this down into two business segments, Contract Packaging (CP)and Parts Fulfilment (PF) growth plans/models. While CP is ahead of the curve,we expect to have a solid plan to execute, including sales pipelines, market sharetargets, and long-term revenue goals. From this, we will continue to evaluateresources to allocate to the sales process, which will continue to be a criticalcomponent of our future success.As another critical part of this, Crescent continues to focus on aligning thoseareas within our 2024 ASP to our growth plans. This alignment is crucial asCrescent continues to grow, our vision and culture are further strengthened.These areas of alignment include these summary points; Leveraging Automation & Continuous Improvement mindsets at ouroperating sitesContinue to develop and leverage Crescent Way Operating, Crescent WayAssurance & Continuous Improvement training/development. Continue to improve Crescent Safety Culture.Leverage Crescent's IT capabilities, data, metrics, reporting and access Develop Crescent People's Growth, Development, Succession, and the STARprocesses.Develop Crescent ESG strategy and future plans. We will continue to focus on these strategic areas for 2024, which are critical toour future success and growth. As we approach 2025, Crescent is ready to excel ingrowing new sites in new cities, states and possibly new countries. As a testament to our strategy for 2024, both Q1 and Q2's XLT Summits producedsome great results that we continue to apply this year and certainly into 2025;this includes both our strategic areas plus additional key initiatives we will focuson now to ensure we are aligned and ready to set the plan for 2025 and thegrowth years ahead. Everyone throughout the company, from the operating sites to corporate andshared services, plays an essential role in our growth journey. Your dedicationand hard work are the pillars of our success. As we continue to align the companyand build a solid foundation, we acknowledge the challenges that may arise.However, we want to emphasize our unwavering confidence in our collectiveability to overcome these challenges together, using the Crescent Way to seethem through successfully. We are very proud and grateful for all the teams throughout the company thatserve our customers and take care of our people. This will allow the company togrow successfully for years to come! Thank you,ChrisPAGE 5

Celebrating Success and Innovative InitiativesTalent Acquisition hasexperienced a dynamicquarter marked by thesuccessful recruitment ofnew talent and theimplementation of innovativeinitiatives. Since January 1st, our teamhas welcomed 42 talentedpeople to the CrescentCommunity with a time-to-hire of 19 days. Our team hashad an 80% offer acceptancerate, with 60% of ourinterviews turning into anoffer. Notably, we are pleasedto announce that 18 of the 42hires originated from internalpromotions. This emphasizes Crescent’svision of being a communityfocused on growing ourpeople to provide a pathforward for our keycustomers, strengtheningtheir competitive advantage. Please see the list below of the talented people who havejoined the Crescent Community in 2024:Anthony Rogers – Production Lead (2nd Shift) – D1Keith Edgar – Maintenance Technician (2nd Shift) – D1Cynthia Triplett – Line Leader (2nd Shift) – D1Drake Smith – Line Leader (1st Shift) – D1Paris Cooper – Inventory Control Coordinator (2nd Shift) – D1Wayne Marshall Jr. – Line Leader (1st Shift) – D1Devino Smithen – Driver (2nd Shift) – TRCarmen Durarte Castro – Line Worker (2nd Shift) – C11Wazaritou Gnogmire – Line Worker (1st Shift) – C11Andre Neal – Forklift Operator Lead (1st Shift) – C11Mark Schwier – Shipping & Receiving Coordinator (1st Shift) – C11Emanuel Hinton – Forklift Operator (1st Shift) – C11Amear Dillard – Forklift Operator (1st Shift) – C11Alexander Donaldson – Forklift Operator Lead (2nd Shift) – C11Saida Flores – Line Worker (1st Shift) – C11Destiny Wheeler – Inventory Control Coordinator (1st Shift) – C11Heather Stuck – Logistics Supervisor (1st Shift) – E1Olivia March – Logistics Lead (1st Shift) – E1Ahmad Ibrahim – Production Planner – E1Maurice Ealy – Forklift Operator (2nd Shift) – P1Marvin Barralaga Diaz – Line Worker (1st Shift) – P1Marcus Wolfensperger – Maintenance Technician (2nd Shift) – C1Jeff Stephens – Executive Vice President of Sales and Operations – COJim Holland – Director of Sales – Contract Packaging – COAmy Melnick – Market and Retailer Insights Manager – CODerek Townsend – Facilities Maintenance Lead (1st Shift) – COJuan Medina – Operations Lead Logistics (1st Shift) – GE3Jasper Chesnut – Forklift Operator (1st Shift) – GE3Eunice Irene Sena Tapia – Material Handler (1st Shift) – GEMarvin Santiago – Operations Lead Logistics (2nd Shift) – GE2Manzhoor Ellahi – Inventory Control (1st Shift) – GE2Jevona Simpson – Quality Account Coordinator (1st Shift) – GE3 Rand Trevolt – Logistics Supervisor (Weekend Shift) – GE2Colton Doyle – Crescent Engineering & Facilities Internship – COAmy Maag - Accounts Payable Clerk - COTALENT STRATEGY NEWS BY: ANNA ABELL A ND M AT T TA YL ORPAGE 6

ENHANCING TALENT SELECTION AND CRESCENTBRANDING INITIATIVESSelection Committee InitiativeLed by Anna Abell, this initiative aims toenhance our talent selection process.The dedicated team, including JaredSnell, Cydni Harris, Ross Stamper,Kassandra Zamora, and Anna Abell, isrefining interview questions bycollaborating with hiring managersacross departments. The goal is tostandardize questions for each hourlyposition and identify universallyapplicable versus site-specific questions.Focusing on different departmentsmonthly, the team aims to improveefficiency and transparency incommunicating job duties. The targetdeadline for this project is August.Improving Company Reviews andOnline PresenceWe are refining our company reviewsand increasing our presence on Indeedand Glassdoor, vital as candidates oftencheck these reviews first. Collaboratingwith representatives from theseplatforms, we are correctinginaccuracies and gathering genuineinsights from current Crescentemployees to provide an authentic viewof life at Crescent.We encourage you to share your Crescentexperience and story on:GlassdoorIndeedLog In or Create an Account:Click on the "Sign In" button in the upper right corner.If you don't have an account, click on "Sign Up" and followthe prompts to create one.Navigate to the Company Page:In the search bar, type "Crescent" and select the correctcompany from the dropdown list.Leave a Review:On the company’s profile page, find the "Write a Review"button.Fill out the review form, providing information on yourjob title, location, and your overall experience.Rate the company on various factors like work-lifebalance, culture, management, etc.Write a detailed review, sharing your insights andexperiences.Submit Your Review:Review your input and click "Submit" to post your review.Revamping Offer LettersMatthew Taylor, Anna Abell, Kim Newberry,Tasha Bell, and Tom Schwallie haverevamped our Level 3-6 offer letters toinclude legal verbiage, enhanced branding,site-specific details, a detailed benefitslayout, and personalized messaging aboutCrescent. Available through Greenhouse,these updates ensure that future hiresreceive comprehensive and compellinginformation about joining Crescent.PAGE 7

This past May, Crescent celebrated 31 people who graduated from Learning and DevelopmentPrograms (excluding site level-up programs) from 2023 to Q1 2024. Congratulations to all ourgraduates from the Learning and Development programs! Your dedication and hard workhave paid off, and we are proud of your achievements. Remember, this is just the beginning.Continue to embrace learning and growth as you advance in your careers.Joe Metz - C11.Adam Smith - C112.Scott Large - E13.Anna Abell- CO4.Raul Rodriguez - E15.Robert Alvarez Sanchez - E16.Deshun Mackey- P17.Jimmie Harbor - P18.Dan Kahl - P19.Dana Denson -P110.Julie Love- CO11.Deon Onley - C112.Justin McDonald - C1113.John Kerr - P114.Barbara Lin- CO15.Tina Alsip -CO16.Jessica Anglin -D117.Doug Martinez- P118.Karri Drinka - D119.Randy Begley- C120.Jennifer Hansen- M221.Linda De Lucia - BDF22.Tiana Armstrong -C123.Omar Rubio - C124.Nicole Sanders- C1125.Nirvana Jimenez- C1126.Kristen Garnett - C1127.Brian Bellamy - D128.Raykal Afiansjah - E129.Heather Stuck- E130.Nicole Smith - P131.Joe Metz- C1“Participating in learningand developmentprograms has beentransformative for me. It'snot just about gainingnew skills; it's aboutunlocking my potentialand discovering newpossibilities in my career.”CELEBRATING YOUR SUCCESS AND ENCOURAGING LIFELONG LEARNINGDoug Martinez- P1“Leading yourself is a vitalstage that precedes leadingothers because it allows forself-awareness, empathy,and confidence building.Through self observationand trial and error, you learnyour style, understand theteam and develop theassurance needed foreffective leadership.”To learn more about CrescentLearning and Development programs,please review the Crescent Universityguide on the INTRANET or contactyour manager. Keep learning and keep growing! Justin McDonald-C11“ It's about self-awareness,discipline, and resilience.By understanding myself I've gained the trust andrespect of my team,paving the way for teamsuccess”Anna Abell- CO“It's about unlocking mypotential and discoveringnew possibilities. This self-awareness has made me amore impactful andinfluential leader.”PAGE 8

C1: SITE HIGHLIGHTS FOR Q1 & Q2Achievements3 Years No LTI: Celebrating a significantmilestone of three years with no lost-timeincidents.Organic Certification: Proud to announcethat our site has received organiccertification.Future Leaders Program: Successfully kickedoff our Future Leaders program.L’Oreal Update: L’Oreal has officiallyannounced that we are no longer required tocomplete a physical inventory.Collaborative ProjectsProduction Schedule Format: Developed anew production schedule format involvingQuality, Production, and Maintenance teams.Weekly Downtime Report: Initiated a weeklydowntime report with involvement from alldepartments.New Work Cells for Hillman: Created newwork cells in collaboration betweenMaintenance and Production teams.Stay tuned for more updates and achievementsin the coming months!REFER A FRIEND TOCRESCENT & EARN $$$!Watch the Part II to the referring Tomathy Video belowCWA SUPERBOWL PARTYHIGHLIGHT REEL!BY: ROSS STAMPE RCOMMUNITY SPOTLIGHT: WATCH OUR LATEST VIDEOS!PAGE 9

Driving Excellence Through Continuous ImprovementDiscover the power of Kaizen – 'change for the better' or or "continuous improvement”in Japanese. It refers to a philosophy and practice focused on making incremental,continuous improvements to processes, products, or servicesin At C11, we've harnessed this philosophy through Kaizen Rapid Improvement Events(RIEs), achieving remarkable results. In just three events since November, spanningPace, Blister, and Pallet lines, our cross-functional teams have surpassed productivity,safety, and quality goals.Here's a glimpse into our Kaizen process:Team Selection: Assemble a diverse team from various departments, ensuring fulldedication to the RIE. Even though the focus of the event is typically a production line,the more non-production People, the better. These team members will be fullydedicated to the RIE for the week.They will be doing a lot of hard work, so make surethey are well fed!Item/Line Choice: Focus on high-labor-hour items and embrace productivity-drivenimprovements. Typically, focus on the item/line that has the most labor hoursassociated with it over the year. Don’t shy away from items that are already runningwell. Productivity improvement points should be the driving factor.Collaborative Support: Maintenance should be available for any modifications to theline or any ideas the team wants to try out. Production needs to help implementchanges and keep an open mind to potential changes. Quality can help facilitateimprovements to improve Quality on the line. Warehouse should be open to anythingthey can do to help reduce waste on the line as they interact with the productionPeople.Daily report outs should be attended by as much of the Team as possible to encouragethe team and also to learn about the process. Continued on next page.C11: EMBRACE KAIZENBY: PAUL ATKINS ON AND HANNAH LYONSPAGE 10

The Results Speaks Volumes....Daily Progress: Encourage activeparticipation and learning throughdaily report outs.Mondays are mostly focused ontraining the team on the basics ofLEAN/Kaizen, focused on how toidentify and eliminate waste. Tuesday thru Thursday isbrainstorming ideas for improvementand implementing them and of course,evaluating those ideas. Friday is for preparing the final reportout and the whole team presenting toeveryone their results. The ResultsIn the 3 Kaizen RIE’s performed atC11 in the last 6 months, we haveaveraged a 43% improvement inproductivity. And have touched onall 3 major line types, Pace, Blister,and Pallet, which make up over 90%of our direct labor hours.In addition to these productivityimprovements, we have averaged 2-3 Safety and 3-4 Qualityimprovements for each event. Looking forward, our focus extendsbeyond immediate gains. By instilling aculture of LEAN/Kaizen among ourteams, we're equipping our people toidentify and eliminate waste across allprocesses. This journey positions us asa Premier Service Provider, drivingsustainable growth and excellence.Embrace Kaizen. Embrace 'good change.' Join us on thejourney to continuous improvement!PAGE 11

Within Crescent's six disciplines is a ringcalled talented people management. Every service company worldwide hasone thing in common: their businessrelies on People. The better their People,the better their ability to provide greatservice to our customers, and throughthe STAR process it allows us to designand engineer our culture to attract,retain, and develop our talented People.As Crescent people look to grow, we useTalented People Management to helpthem seamlessly transition into newroles or opportunities and keep ourbusiness moving forward. This process isknown as succession planning and ismore critical now than ever.This year, we have focused on the roleand importance of Individual GrowthPlans (IGP), aka Goals, to help identifywhat additional skills and competenciespeople need to excel within their role,challenge and stretch their skills andcapabilities, and prepare them for futuregrowth opportunities. If you have yet tosit down with your manager to discussyour goals for 2024, I encourage you todo so, and here is why.ENHANCING CAREER GROWTHTHROUGH INDIVIDUAL GROWTH PLANSAND TALENTED PEOPLE MANAGEMENT BY TASHA BELL Succession planning is a process thatfocuses on developing Crescent's leaders sothat they are ready to take over thoseleadership roles when the current leadersstep into new roles or leave. In other words,succession planning is a way to ensure thatCrescent experiences little to no loss ofknowledge or progress through talenttransitions. When one leader steps down,another should be ready to step into therole, allowing business to continuesmoothly, and your IGP can help you dothat.Your individual growth plans play a criticalrole in succession planning by preparingyou to step into new positions and take onstretch assignments as you progress:Continued on next page.PAGE 12

Leveraging Individual Growth Plans for Career Development andAdvancement For You:Leverage your individual growth plans as a strategic tool for career planning. Start byreviewing past performance to identify strengths and areas for improvement. Reflect on whatyou should stop, start, and continue doing to align better with your career goals. Identify anyskill gaps that may hinder your progress and create short-term and long-term goals to bridgethese gaps. Review your current targeted selection profile (TSP), capabilities andcompetencies matrix (CCM), and leader standard work (LSW) to understand your role fully,and if you have a growth position in mind, examine its TSP, CCM, and LSW to pinpoint theskills and experiences needed for that role. Use this information to guide your development activities. Regularly update your growth planto reflect new goals and achievements, and maintain an open dialogue with your managerduring one-on-one meetings to ensure you're on track and receiving the support you need.Skill Development and Competency BuildingTargeted Training: Individual growth plans identify the specific skills and competenciesrequired for future roles. This allows targeted training programs, workshops, and coursesto bridge skill gaps.On-the-Job Training: Through carefully planned projects and assignments, you can gainpractical experience and develop new skills relevant to your future roles.Performance ImprovementRegular Feedback: Growth plans often include regular feedback mechanisms. This helpsyou understand your strengths and areas for improvement, ensuring continuousperformance enhancement. Make sure to schedule one-on-ones with your manager tolearn more about your performance outside of the annual review process, set goals toachieve the next steps, or work on any performance opportunities.Goal Setting: Clear, achievable goals aligned with career progression will help you stayfocused and motivated, enhancing overall performance.Seek Leadership DevelopmentMentorship and Coaching: Individual growth plans often incorporate mentorshipprograms, where you, as a potential successor, can learn from experienced leaders, gaininginsights into effective leadership practices. Leadership Training: Access Crescent University's formal learning and specialized trainingprograms in leadership and management skills to help prepare you for higherresponsibility roles.PAGE 13

For Managers:Managers are crucial in supporting their people's career development through individualgrowth plans. Start by helping your people review their past performance to highlightstrengths and areas needing improvement. Facilitate discussions on what actions they shouldstop, start, and continue to do to advance their careers. Ultimately, work together to identify any skill gaps and set short-term and long-term goals toaddress these gaps. Encourage your associates to review their current targeted selectionprofile and their desired future roles to identify the necessary skills and experiences.Continuously define and refine the growth plan based on their progress and changingaspirations. Keep the dialogue open through regular one-on-one meetings, providingfeedback, resources, and opportunities to support their growth and ensure alignment withorganizational goals.Exposure to Diverse ExperiencesCross-Functional Assignments: By rotating your team members through differentdepartments or roles, growth plans ensure they gain a broad understanding of the businessand Crescent, making them versatile and adaptable leaders.Stretch Assignments: Assigning challenging projects that push people out of their comfortzones helps them develop problem-solving skills and resilience.Career Path ClarityCareer Mapping: Growth plans provide a clear roadmap for career advancement, detailingthe steps and milestones necessary to reach higher positions. This clarity helps people plantheir development strategically.Succession Pipeline: A well-defined growth plan ensures a steady pipeline of prepared andcapable candidates ready to step into critical roles when needed.Engagement and RetentionIncreased Engagement: When people see a clear path for growth and development withinthe company, they are more engaged and motivated.Retention: Investing in individual growth plans demonstrates your and Crescent'scommitment to people development, which can enhance job satisfaction and reduceturnover.Crescent ContinuityReadiness for Transition: Well-prepared people can step into new roles with minimaldisruption, ensuring continuity in leadership and operations.Risk Mitigation: Growth plans help mitigate the risk of unfilled critical positions by ensuringa pool of ready-to-step-in successors.PAGE 14

Implementing Individual Growth Plans in Succession PlanningAssessment and Identification: Start with a thorough assessment of the currentperson's skills, strengths, and potential. Use the talent 9-box to identify people readyand motivated to be groomed for future leadership roles.1.Personalized Development Plans: Create tailored development plans for eachperson, outlining specific goals, training, and experiences needed.2.Regular Review and Adjustment: Periodically review and adjust the growth plansbased on the employee's progress, changing organizational needs, and newopportunities.3.Supportive Resources: Provide access to necessary resources such as trainingprograms, mentors, and coaching to support you and your team in theirdevelopment journey.4.Integration with Succession Planning: Ensure individual growth plans areintegrated into the broader succession planning strategy, aligning peopledevelopment with Crescent's long-term goals.5.The succession planning process is essential; they set our company apart by makingsuccession planning a focus through our Talent Management discipline. Byimplementing and utilizing individual growth plans, you can effectively prepare forfuture roles, ensuring a seamless succession process and fostering a culture ofcontinuous learning and development.PAGE 15

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