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The article presents the results of theoretical and empirical research on the role of personal competencies of university staff in the implementation of programs to improve the competitiveness on the example of succession pool for management positions, as well as their identification. A set of personal competences based on the analysis of certain corporate documents is shown, the minimum set of competences for the development and testing of their identification is highlighted (values of development, responsibility and openness in decision making, creativity, situational leadership). The procedure for their identification which is a set of organizational and psycho-diagnostic methods is proposed. The results of comparative analysis of the personal competences characteristics of succession pool for management positions and a similar sample of university staff are presented as well as the correlation with expert assessment of the effectiveness of the follow-up process is carried out. The key role of innovative and entrepreneurial values as regulators for increasing competitiveness and the ratio of conscious and unconscious in the realization of values is revealed. The analysis of the psychological component of the succession pool selection and the recommendations on optimization of personnel selection and corporate training are given.