I had pretty much the same thoughts.
But, page 12 of the COI response (as numbered by the report header - page 14 I think of the link) is not good for us. Offhand, it states that if ANY of a group of about seven or eight conditions exist then the default conclusion is the COI acted within its authority - and the new standard is a successful appeal must demonstrate they exceeded their statutory authority as a beginning. Two of those conditions are an excessive number of individuals included in the offense (and 201 would qualify as excessive) and an uncontested finding of Failure to Monitor (something we freely admitted to). I actually think we conceded to one or two more of those conditions too. (I know too we conceded that vacating records was in fact within their discresion in our initial response.)
I would have to re-read the report, but I did find something that sounded like a great argument foundation for our team. I just cannot remember it now, but will look back again. In fact, as I read the report, this point, raised by the COI itself in the FSU case, sounded like it should be the primary point on which we build our case. The COI said this would have been effective for FSU but it did not apply, and it seemed spot on to us and the facts of our case. I think it had something to do with the purpose of an institution is to educate - and can anyone argue that putting textbooks in the hands of more student-athletes is anything BUT advancing educating the individuals, especially when the players who facilitated the process do not profit individually (even though we know they did or had to have done so to a small degree).
It would have helped our case if we had actually gone so far as to terminate someone - anyone. Moore or Dever or Almond - or the second string janitor.
In our conversations about this I've referred a few times to the difference between this being an institutional matter and a NCAA matter. It was along the same line of thinking you just mentioned. (institutional = administrative)
Earlier, in another thread, I made the comparison of a bureaucracy to our Athletic Dept.
I've got to go back to that because it seems to be something lost here.
You said, "It would have helped our case if we had actually gone so far as to terminate someone" as if it was a viable option.
Two things on this.
One, if there is any group of people that understand that really wasn't feasible it was the COI.
I say that because...
I spoke with a former professor and department head a few days ago about this situation. I wanted to get his feel for how the University operates and use him as a sounding board to verify what I thought.
For someone to get fired from their position (like that of Dever, Almond, and Shreve - I think that's the Supe Store managers name) they would literally have to commit a heinous act. Well, that might not be the best choice of words. A class A misdemeanor might do it, a felony would for sure.
It's not as easy as "you screwed up, you're gone." Do I like that? No, I don't - but it's the case.
Now, we are in a position where Dever, Almond, and Shreve know if they sneeze without covering their mouth they are gone. All due to that letter of reprimand.
Bottom line - it really wasn't a choice available to fire them...and whether it was discussed openly or not I'm sure those sitting on the COI knew it.