Well, there's the fact that this person allegedly did this to several women. More importantly though, was a lack of anti-retaliation protection by HR. In sane companies, they are very upfront and very explicit about protecting anonymity and if that's not possible, strict anti-retaliation rules. So regardless of the level of punishment the manager should/should not have gotten, her position in the aftermath of reporting it sounds unacceptable.
Also in sane companies, if you are trying to transfer out and you have the target management on your side, your current team can only block the transfer for a few months to transition. Also, your *current* manager's performance review can't factor into another team requesting you (and *certainly* not it a way where bad performance reviews are a tool to retain, that's counter productive, if a person is a bad fit in one team, why would the rules *lock* that person to a team?).