Of course it matters. If there is a policy breakdown, and the policy itself is not working, then Disney is responsible and knowing that is the fault point would be important because the whole policy would need to be reviewed/changed.
If the CM's don't know what procedures they are supposed to be following (and this is a very new program so it could be possible they just don't get it yet) then its important to know that is the failure point, and arguably this too would be Disney problem, but the solution here might not be scrapping the whole system. It might be instead more/different training programs on the new policy are required in order to see it is being implemented properly.
But if the problem isn't a CM lack of awareness of the policy, but they are choosing to exercise their discretion but don't want to "own" their decision or are trying to avoid the confrontation with the guest, then that really isn't a policy problem, nor is it a Disney training problem. Its a CM who knows what his/her job is, but doesn't want to deal with doing their job. That's an entirely different problem and more of an individual employee one, not Disney as a whole.
In any case the "finger pointing" as you call it is vitally important in order to identify where the problem may be, and how to implement a solution.